Does Targeting Higher Health Risk Employees or Increasing Intervention Intensity Yield Savings in a Workplace Wellness Program?

PubMed

Kapinos, Kandice A; Caloyeras, John P; Liu, Hangsheng; Mattke, Soeren

2015-12-01

This article aims to test whether a workplace wellness program reduces health care cost for higher risk employees or employees with greater participation. The program effect on costs was estimated using a generalized linear model with a log-link function using a difference-in-difference framework with a propensity score matched sample of employees using claims and program data from a large US firm from 2003 to 2011. The program targeting higher risk employees did not yield cost savings. Employees participating in five or more sessions aimed at encouraging more healthful living had about $20 lower per member per month costs relative to matched comparisons (P = 0.002). Our results add to the growing evidence base that workplace wellness programs aimed at primary prevention do not reduce health care cost, with the exception of those employees who choose to participate more actively.

Enhancing workplace wellness efforts to reduce obesity: a qualitative study of low-wage workers in St Louis, Missouri, 2013-2014.

PubMed

Strickland, Jaime R; Eyler, Amy A; Purnell, Jason Q; Kinghorn, Anna M; Herrick, Cynthia; Evanoff, Bradley A

2015-05-07

The objective of this study was to examine workplace determinants of obesity and participation in employer-sponsored wellness programs among low-wage workers. We conducted key informant interviews and focus groups with 2 partner organizations: a health care employer and a union representing retail workers. Interviews and focus groups discussed worksite factors that support or constrain healthy eating and physical activity and barriers that reduce participation in workplace wellness programs. Focus group discussions were transcribed and coded to identify main themes related to healthy eating, physical activity, and workplace factors that affect health. Although the union informants recognized the need for workplace wellness programs, very few programs were offered because informants did not know how to reach their widespread and diverse membership. Informants from the health care organization described various programs available to employees but noted several barriers to effective implementation. Workers discussed how their job characteristics contributed to their weight; irregular schedules, shift work, short breaks, physical job demands, and food options at work were among the most commonly discussed contributors to poor eating and exercise behaviors. Workers also described several general factors such as motivation, time, money, and conflicting responsibilities. The workplace offers unique opportunities for obesity interventions that go beyond traditional approaches. Our results suggest that modifying the physical and social work environment by using participatory or integrated health and safety approaches may improve eating and physical activity behaviors. However, more research is needed about the methods best suited to the needs of low-wage workers.

Enhancing Workplace Wellness Efforts to Reduce Obesity: A Qualitative Study of Low-Wage Workers in St Louis, Missouri, 2013–2014

PubMed Central

Eyler, Amy A.; Purnell, Jason Q.; Kinghorn, Anna M.; Herrick, Cynthia; Evanoff, Bradley A.

2015-01-01

Introduction The objective of this study was to examine workplace determinants of obesity and participation in employer-sponsored wellness programs among low-wage workers. Methods We conducted key informant interviews and focus groups with 2 partner organizations: a health care employer and a union representing retail workers. Interviews and focus groups discussed worksite factors that support or constrain healthy eating and physical activity and barriers that reduce participation in workplace wellness programs. Focus group discussions were transcribed and coded to identify main themes related to healthy eating, physical activity, and workplace factors that affect health. Results Although the union informants recognized the need for workplace wellness programs, very few programs were offered because informants did not know how to reach their widespread and diverse membership. Informants from the health care organization described various programs available to employees but noted several barriers to effective implementation. Workers discussed how their job characteristics contributed to their weight; irregular schedules, shift work, short breaks, physical job demands, and food options at work were among the most commonly discussed contributors to poor eating and exercise behaviors. Workers also described several general factors such as motivation, time, money, and conflicting responsibilities. Conclusion The workplace offers unique opportunities for obesity interventions that go beyond traditional approaches. Our results suggest that modifying the physical and social work environment by using participatory or integrated health and safety approaches may improve eating and physical activity behaviors. However, more research is needed about the methods best suited to the needs of low-wage workers. PMID:25950574

A Mixed-Methods Study: Self-Efficacy and Barriers to Participation in Workplace Wellness Programs

ERIC Educational Resources Information Center

Perez-Calhoon, Massiel

2017-01-01

America needs a healthy workforce to sustain the country. The scourge of obesity continues to plague Americans despite government initiatives such as the Affordable Care Act and wellness programs in the workplace to combat this epidemic. However, despite initiatives to make America healthy, barriers continued to impede the nation's health. Lack of…

Online Graduates in Clinical Laboratory Sciences: Are They Prepared for the Workplace?

ERIC Educational Resources Information Center

Perry, Jennifer D.

2014-01-01

Online programs are increasing in the field of clinical laboratory sciences (CLS), however there is limited research regarding how well prepared online CLS program graduates are for the workplace, given that the field is highly hands-on skills based. Prior research suggests that online CLS graduates perform as well as their traditional graduate…

A Pilot Study of an Online Workplace Nutrition Program: The Value of Participant Input in Program Development

ERIC Educational Resources Information Center

Cousineau, Tara; Houle, Brian; Bromberg, Jonas; Fernandez, Kathrine C.; Kling, Whitney C.

2008-01-01

Objective: Tailored nutrition Web programs constitute an emerging trend in obesity prevention. Initial investment in innovative technology necessitates that the target population be well understood. This pilot study's purpose was to determine the feasibility of a workplace nutrition Web program. Design: Formative research was conducted with gaming…

What Is Bipolar Disorder? A Guide to Hope and Recovery for African Americans

MedlinePlus

... Violence Signs of a Healthy Workplace Clifford Beers Society Social Self-Directed Care Program Take a Screen Mental ... Campus Minority Mental Health Workplace Wellness Clifford Beers Society Social Self-Directed Care Program Take a Screen Mental ...

Adapting principles of chronic pain self-management to the workplace.

PubMed

Shaw, William S; Tveito, Torill H; Geehern-Lavoie, Mary; Huang, Yueng-Hsiang; Nicholas, Michael K; Reme, Silje E; Wagner, Gregory; Pransky, Glenn

2012-01-01

To evaluate the extent to which the principles of chronic pain or illness self-management (SM) programs might be adapted to focus on the workplace concerns of adults with persistent or recurrent pain and lead to new workplace intervention opportunities. Eight SM programs were selected as representative evidence-based programs and then compared to extract common instructional elements. Elements were analyzed for potential application to four workplace problem domains identified by workers with pain: activity interference, negative self-perceptions, interpersonal challenges, and the inflexibility of work. Of 24 instructional elements, 17 were shared by at least half of the SM programs. Instructional elements judged to be best suited for dealing with workplace concerns included those focused on reducing pain and discomfort, making informed decisions, communicating effectively, and dealing with thoughts and feelings. However, aspects of the workplace that may alter the feasibility or effectiveness of SM strategies include the level of physical demands and limitations, job leeway, and the nature of workplace roles and relationships. Principles and methods of SM intervention programs are generally well suited to address pain-related problems in the workplace, but tailoring of messages may be necessary to incorporate the unique organizational, physical, and social aspects of work into psycho-educational programs.

Do workplace wellness programs reduce medical costs? Evidence from a Fortune 500 company.

PubMed

Liu, Hangsheng; Mattke, Soeren; Harris, Katherine M; Weinberger, Sarah; Serxner, Seth; Caloyeras, John P; Exum, Ellen

2013-05-01

The recent passage of the Affordable Care Act has heightened the importance of workplace wellness programs. This paper used administrative data from 2002 to 2007 for PepsiCo's self-insured plan members to evaluate the effect of its wellness program on medical costs and utilization. We used propensity score matching to identify a comparison group who were eligible for the program but did not participate. No significant changes were observed in inpatient admissions, emergency room visits, or per-member per-month (PMPM) costs. The discrepancy between our findings and those of prior studies may be due to the difference in intervention intensity or program implementation.

Measuring Best Practices for Workplace Safety, Health, and Well-Being: The Workplace Integrated Safety and Health Assessment.

PubMed

Sorensen, Glorian; Sparer, Emily; Williams, Jessica A R; Gundersen, Daniel; Boden, Leslie I; Dennerlein, Jack T; Hashimoto, Dean; Katz, Jeffrey N; McLellan, Deborah L; Okechukwu, Cassandra A; Pronk, Nicolaas P; Revette, Anna; Wagner, Gregory R

2018-05-01

To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. The assessment measures six core constructs identified as central to best practices for protecting and promoting worker safety, health and well-being: leadership commitment; participation; policies, programs, and practices that foster supportive working conditions; comprehensive and collaborative strategies; adherence to federal and state regulations and ethical norms; and data-driven change. The WISH Assessment holds promise as a tool that may inform organizational priority setting and guide research around causal pathways influencing implementation and outcomes related to these approaches.

Workplace Wellness Programs: How Regulatory Flexibility Might Undermine Success

PubMed Central

2014-01-01

The Patient Protection and Affordable Care Act revised the law related to workplace wellness programs, which have become part of the nation’s broader health strategy. Health-contingent programs are required to be reasonably designed. However, the regulatory requirements are lax and might undermine program efficacy in terms of both health gains and financial return. I propose a method for the government to support a best-practices approach by considering an accreditation or certification process. Additionally I discuss the need for program evaluation and the potential for employers to be subject to litigation if programs are not carefully implemented. PMID:25211713

Healthy and productive workers: using intervention mapping to design a workplace health promotion and wellness program to improve presenteeism.

PubMed

Ammendolia, Carlo; Côté, Pierre; Cancelliere, Carol; Cassidy, J David; Hartvigsen, Jan; Boyle, Eleanor; Soklaridis, Sophie; Stern, Paula; Amick, Benjamin

2016-11-25

Presenteeism is a growing problem in developed countries mostly due to an aging workforce. The economic costs related to presenteeism exceed those of absenteeism and employer health costs. Employers are implementing workplace health promotion and wellness programs to improve health among workers and reduce presenteeism. How best to design, integrate and deliver these programs are unknown. The main purpose of this study was to use an intervention mapping approach to develop a workplace health promotion and wellness program aimed at reducing presenteeism. We partnered with a large international financial services company and used a qualitative synthesis based on an intervention mapping methodology. Evidence from systematic reviews and key articles on reducing presenteeism and implementing health promotion programs was combined with theoretical models for changing behavior and stakeholder experience. This was then systematically operationalized into a program using discussion groups and consensus among experts and stakeholders. The top health problem impacting our workplace partner was mental health. Depression and stress were the first and second highest cause of productivity loss respectively. A multi-pronged program with detailed action steps was developed and directed at key stakeholders and health conditions. For mental health, regular sharing focus groups, social networking, monthly personal stories from leadership using webinars and multi-media communications, expert-led workshops, lunch and learn sessions and manager and employee training were part of a comprehensive program. Comprehensive, specific and multi-pronged strategies were developed and aimed at encouraging healthy behaviours that impact presenteeism such as regular exercise, proper nutrition, adequate sleep, smoking cessation, socialization and work-life balance. Limitations of the intervention mapping process included high resource and time requirements, the lack of external input and viewpoints skewed towards middle and upper management, and using secondary workplace data of unknown validity and reliability. In general, intervention mapping was a useful method to develop a workplace health promotion and wellness program aimed at reducing presenteeism. The methodology provided a step-by-step process to unravel a complex problem. The process compelled participants to think critically, collaboratively and in nontraditional ways.

Worksite Cancer Prevention Activities in the National Comprehensive Cancer Control Program

PubMed Central

Nahmias, Zachary; Townsend, Julie S.; Neri, Antonio; Stewart, Sherri L.

2016-01-01

Background Workplaces are one setting for cancer control planners to reach adults at risk for cancer and other chronic diseases. However, the extent to which Centers for Disease Control and Prevention-funded National Comprehensive Cancer Control Programs (NCCCP) implement interventions in the workplace setting is not well characterized. Methods We conducted a qualitative content analysis of program action plans submitted by NCCCP grantees from 2013–2015 to identify and describe cancer prevention objectives and interventions in the workplace setting. Results Nearly half of NCCCP action reports contained at least one cancer prevention objective or intervention in the workplace setting. Common interventions included education about secondhand smoke exposure in the workplace, and the importance of obtaining colorectal cancer screening. Conclusion Workplace interventions were relatively common among NCCCP action plans, and serve as one way to address low percentages of CRC screening, and reduce risk for obesity- and tobacco-related cancers. PMID:26874944

[Quality and effectiveness of smoking cessation interventions in workplaces sites].

PubMed

Iwanowicz, Eliza

2008-01-01

According to the survey carried out by the National Centre for Workplace Health Promotion at the Nofer Institute of Occupational Medicine, the level and quality of smoking cessation interventions implemented in Polish enterprises are insufficient. Therefore, the dissemination of good practices in this field is needed. The paper presents (on the basis of the literature review) chosen outcomes of the research focused on the effectiveness of workplace smoking cessation interventions. These are mostly methods influencing the turnout in such programs as well as reduction of smoking in the workplace. According to the papers in question, partnership relationships between the organizers of the program and its participants as well as ensuring the employees in the process of quitting various forms of social support are factors, which may contribute to effective reduction of smoking in the workplace. It seems necessary to increase awareness of this issue among Polish managers.

The workplace and alcohol problem prevention.

PubMed

Roman, Paul M; Blum, Terry C

2002-01-01

Workplace programs to prevent and reduce alcohol-related problems among employees have considerable potential. For example, because employees spend a lot of time at work, coworkers and supervisors may have the opportunity to notice a developing alcohol problem. In addition, employers can use their influence to motivate employees to get help for an alcohol problem. Many employers offer employee assistance programs (EAPs) as well as educational programs to reduce employees' alcohol problems. However, several risk factors for alcohol problems exist in the workplace domain. Further research is needed to develop strategies to reduce these risk factors.

Using a wellness program to promote a culture of breastfeeding in the workplace: Oregon Health & Science University's experience.

PubMed

Magner, Antoinette; Phillipi, Carrie Anne

2015-02-01

In the United States, many women stop breastfeeding within the first month that they return to work. Working mothers experience challenges in maintaining milk supply and finding the time and space to express breast milk or feed their babies in workplace settings. Changing attitudes and culture within the workplace may be accomplished in conjunction with ensuring compliance with state and federal laws regarding breastfeeding to improve breastfeeding rates after return to work. Employee wellness programs can be 1 avenue to promote breastfeeding and human milk donation as healthy behaviors. © The Author(s) 2014.

Mental Health in the Workplace: A Call to Action Proceedings From the Mental Health in the Workplace-Public Health Summit.

PubMed

Goetzel, Ron Z; Roemer, Enid Chung; Holingue, Calliope; Fallin, M Daniele; McCleary, Katherine; Eaton, William; Agnew, Jacqueline; Azocar, Francisca; Ballard, David; Bartlett, John; Braga, Michael; Conway, Heidi; Crighton, K Andrew; Frank, Richard; Jinnett, Kim; Keller-Greene, Debra; Rauch, Sara Martin; Safeer, Richard; Saporito, Dick; Schill, Anita; Shern, David; Strecher, Victor; Wald, Peter; Wang, Philip; Mattingly, C Richard

2018-04-01

The aim of the study was to declare a call to action to improve mental health in the workplace. We convened a public health summit and assembled an Advisory Council consisting of experts in the field of occupational health and safety, workplace wellness, and public policy to offer recommendations for action steps to improve health and well-being of workers. The Advisory Council narrowed the list of ideas to four priority projects. The recommendations for action include developing a mental health in the workplace (1) "how to" guide, (2) scorecard, (3) recognition program, and (4) executive training.

Mental Health in the Workplace: A Call to Action Proceedings from the Mental Health in the Workplace: Public Health Summit

PubMed Central

Goetzel, Ron Z.; Roemer, Enid Chung; Holingue, Calliope; Fallin, M. Daniele; McCleary, Katherine; Eaton, William; Agnew, Jacqueline; Azocar, Francisca; Ballard, David; Bartlett, John; Braga, Michael; Conway, Heidi; Crighton, K. Andrew; Frank, Richard; Jinnett, Kim; Keller-Greene, Debra; Rauch, Sara Martin; Safeer, Richard; Saporito, Dick; Schill, Anita; Shern, David; Strecher, Victor; Wald, Peter; Wang, Philip; Mattingly, C. Richard

2018-01-01

Objective To declare a call to action to improve mental health in the workplace. Methods We convened a public health summit and assembled an Advisory Council consisting of experts in the field of occupational health and safety, workplace wellness, and public policy to offer recommendations for action steps to improve health and well-being of workers. Results The Advisory Council narrowed the list of ideas to four priority projects. Conclusions The recommendations for action include developing a Mental Health in the Workplace 1) “How to” Guide, 2) Scorecard, 3) Recognition Program, and 4) Executive Training. PMID:29280775

A Million Steps: Developing a Health Promotion Program at the Workplace to Enhance Physical Activity.

PubMed

González-Dominguez, María Eugenia; Romero-Sánchez, José Manuel; Ares-Camerino, Antonio; Marchena-Aparicio, Jose Carlos; Flores-Muñoz, Manuel; Infantes-Guzmán, Inés; León-Asuero, José Manuel; Casals-Martín, Fernando

2017-11-01

The workplace is a key setting for the prevention of occupational risks and for promoting healthy activities such as physical activity. Developing a physically active lifestyle results in many health benefits, improving both well-being and quality of life. This article details the experience of two Spanish companies that implemented a program to promote physical exercise in the workplace, called "A Million Steps." This program aimed to increase the physical activity of participants, challenging them to reach at least a million steps in a month through group walks. Participant workers reached the set goal and highlighted the motivational and interpersonal functions of the program.

Workplace wellness programs in Canada: an exploration of key issues.

PubMed

Morrison, Erin; MacKinnon, Neil J

2008-01-01

Faced with the reality of rising health costs, Canadian employers are thinking beyond traditional notions of responsibility for employee health and have begun to embrace Workplace Wellness Programs (WWPs). This article investigates the critical issues of WWPs in the Canadian context from the perspective of key stakeholders. Using a combination of literature and key informant interviews, seven key themes are presented along with recommendations for wider implementation of WWPs in Canada.

Worksite health and wellness programs: Canadian achievements & prospects.

PubMed

Després, Jean-Pierre; Alméras, Natalie; Gauvin, Lise

2014-01-01

Canada has experienced a substantial reduction in mortality related to cardiovascular disease (CVD). There is a general consensus that more effective and widespread health promotion interventions may lead to further reductions in CVD risk factors and actual disease states. In this paper, we briefly outline the prevalence of selected risk factors for CVD in Canada, describe characteristics of the Canadian labor market and workforce, and depict what is known about health and wellness program delivery systems in Canadian workplaces. Our review indicates that there have been numerous and diverse relevant legislative and policy initiatives to create a context conducive to improve the healthfulness of Canadian workplaces. However, there is still a dearth of evidence on the effectiveness of the delivery system and the actual impact of workplace health and wellness programs in reducing CVD risk in Canada. Thus, while a promising model, more research is needed in this area. Copyright © 2014 Elsevier Inc. All rights reserved.

Workplace Literacy Program (WPL) at Chinatown Manpower Project, Inc. Final Evaluation.

ERIC Educational Resources Information Center

Friedenberg, Joan E.

This document describes the procedures for and results of the external evaluation of the workplace literacy program for underemployed garment industry workers with low English skills at Chinatown Manpower Project, Inc. in Chinatown in New York City. The document describes the evaluation design and methodology as well as the evaluation results,…

Co-Occurring Disorders

MedlinePlus

... Life on Campus Minority Mental Health Workplace Wellness Work-Life Balance Mental Illness and Work Support an Employee Workplace ... Programs Care For Your Health For Providers For Family & Friends Person-Centered Language Psychiatric Advance Directives Creating ...

The role of the EAP in the identification and treatment of substance abuse.

PubMed

Kramer, R M

1998-12-01

Employee Assistance Programs (EAPs) are cost-effective strategies for employers to contain the substantial direct and indirect costs of substance abuse in the workplace. EAPs offer prevention, early detection, assessment of referral, and after-care programs to help stem the enormous costs of substance abuse in the workplace. Most effective employer substance abuse programs integrate drug-testing and EAP services to ensure a well coordinated, cost-effective program.

Paranoia and Delusional Disorders

MedlinePlus

... Life on Campus Minority Mental Health Workplace Wellness Work-Life Balance Mental Illness and Work Support an Employee Workplace ... Programs Care For Your Health For Providers For Family & Friends Person-Centered Language Psychiatric Advance Directives Creating ...

Achieving Workplace Health through Application of Wellness Strategies

NASA Technical Reports Server (NTRS)

Robinson, Judith L.

2008-01-01

Purpose: 1) Understand and measure JSC workplace health: a) levels, sources, indicators & effects of negative, work-related stress; b) define leading indicators of emerging issues. 2 Provide linkage to outcomes: a) Focus application of wellness strategies & HR tools; b) Increase quality of work life and productivity. 3) Current effort will result in: a) Online assessment tool; b) Assessment of total JSC population (civil service & contractors); c) Application of mitigation tools and strategies. 4) Product of the JSC Employee Wellness Program. 5) Collaboration with Corporate Health Improvement Program/University of Arizona.

Health and wellness policy ethics.

PubMed

Cavico, Frank J; Mujtaba, Bahaudin G

2013-08-01

This perspective is an ethical brief overview and examination of "wellness" policies in the modern workplace using practical examples and a general application of utilitarianism. Many employers are implementing policies that provide incentives to employees who lead a "healthy" lifestyle. The authors address how these policies could adversely affect "non-healthy" employees. There are a wide variety of ethical issues that impact wellness policies and practices in the workplace. The authors conclude that wellness programs can be ethical, while also providing a general reflective analysis of healthcare challenges in order to reflect on the externalities associated with such policies in the workplace.

Safety Belt Programs at the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Sleet, David A.

Cited as the largest single cause of lost work time and on-the-job fatalities for U.S. workers, motor vehicle crashes cause major nonrecoverable losses for U.S. businesses. Workplace programs to encourage employees to wear safety belts can thus help employers reduce traffic accident-related losses of work time and can substantially reduce the…

Is More Always Better in Designing Workplace Wellness Programs?: A Comparison of Wellness Program Components Versus Outcomes.

PubMed

Batorsky, Benjamin; Van Stolk, Christian; Liu, Hangsheng

2016-10-01

Assess whether adding more components to a workplace wellness program is associated with better outcomes by measuring the relationship of program components to one another and to employee participation and perceptions of program effectiveness. Data came from a 2014 survey of 24,393 employees of 81 employers about services offered, leadership, incentives, and promotion. Logistic regressions were used to model the relationship between program characteristics and outcomes. Components individually are related to better outcomes, but this relationship is weaker in the presence of other components and non-significant for incentives. Within components, a moderate level of services and work time participation opportunities are associated with higher participation and effectiveness. The "more of everything" approach does not appear to be advisable for all programs. Programs should focus on providing ample opportunities for employees to participate and initiatives like results-based incentives.

Impact of MPH programs: contributing to health system strengthening in low- and middle-income countries?

PubMed

Zwanikken, Prisca A C; Alexander, Lucy; Scherpbier, Albert

2016-08-22

The "health workforce" crisis has led to an increased interest in health professional education, including MPH programs. Recently, it was questioned whether training of mid- to higher level cadres in public health prepared graduates with competencies to strengthen health systems in low- and middle-income countries. Measuring educational impact has been notoriously difficult; therefore, innovative methods for measuring the outcome and impact of MPH programs were sought. Impact was conceptualized as "impact on workplace" and "impact on society," which entailed studying how these competencies were enacted and to what effect within the context of the graduates' workplaces, as well as on societal health. This is part of a larger six-country mixed method study; in this paper, the focus is on the qualitative findings of two English language programs, one a distance MPH program offered from South Africa, the other a residential program in the Netherlands. Both offer MPH training to students from a diversity of countries. In-depth interviews were conducted with 10 graduates (per program), working in low- and middle-income health systems, their peers, and their supervisors. Impact on the workplace was reported as considerable by graduates and peers as well as supervisors and included changes in management and leadership: promotion to a leadership position as well as expanded or revitalized management roles were reported by many participants. The development of leadership capacity was highly valued amongst many graduates, and this capacity was cited by a number of supervisors and peers. Wider impact in the workplace took the form of introducing workplace innovations such as setting up an AIDS and addiction research center and research involvement; teaching and training, advocacy, and community engagement were other ways in which graduates' influence reached a wider target grouping. Beyond the workplace, an intersectoral approach, national reach through policy advisory roles to Ministries of Health, policy development, and capacity building, was reported. Work conditions and context influenced conduciveness for innovation and the extent to which graduates were able to have effect. Self-selection of graduates and their role in selecting peers and supervisors may have resulted in some bias, some graduates could not be traced, and social acceptability bias may have influenced findings. There was considerable impact at many levels; graduates were perceived to be able to contribute significantly to their workplaces and often had influence at the national level. Much of the impact described was in line with public health educational aims. The qualitative method study revealed more in-depth understanding of graduates' impact as well as their career pathways.

Following the trend for a comprehensive healthy workplace in Taiwan.

PubMed

Chen, Ruey-Yu; Yu, Li-Hui

2016-03-01

To promote workers' health and boost corporate productivity and national competitiveness, workplace health promotion is an international trend and a vital part of national policies. Prior to 2000, Taiwan's workplace issues focused on industrial hygiene and safety improvements. Since 2003, the Health Promotion Administration (HPA) at the Ministry of Health and Welfare has established coaching centers for workplace health promotion and dispatched trained experts for teaching health promotion skills; including promoting the tobacco control program, preventing important chronic diseases, driving comprehensive programs, advocating workplace health promotion with the Ministry of Labor, establishing certification mechanisms for workplace health promotion, recognizing outstanding health-promoting workplaces, and conducting a nationwide survey for monitoring the practices of healthy behaviors and health conditions of workers. Through 2014, 12,439 workplaces have been accredited.Since 2003, the efforts of the HPA in workplace health promotion projects has shifted society's focus on workplace health from occupational diseases and injury prevention to workplace health promotion, resulting in the revision of the Occupational Safety and Health Act in 2013 by the Ministry of Labor to detail employers' responsibilities in protecting and promoting employees' health and well-being. © The Author(s) 2016.

The "Total Worker Health" Concept: A Case Study in a Rural Workplace.

PubMed

Watkins, Cecilia; Macy, Gretchen; Golla, Vijay; Lartey, Grace; Basham, Jacqueline

2018-05-01

This case study was conducted to identify barriers of integration of health protection and health promotion in rural workplaces with tailored interventions that address the identified barriers. Data on a workplace's ability to integrate wellness programs and health protection programs were collected through a questionnaire along with a seven-question interview. Descriptive statistics were used to analyze the quantitative data. Qualitative measures were assessed using thematic analysis. Based off the results of the assessments, the company received tailored training sessions. The largest hindrance to organizational support was time. However, improved knowledge about the need and importance of integration helped the participants to conceptualize and plan for more collaboration between departments. New ways to increase integration at workplaces, especially rural workplaces are needed. More comprehensive interventions that include management are also needed.

A case study of a workplace wellness program that offers financial incentives for weight loss.

PubMed

Cawley, John; Price, Joshua A

2013-09-01

Employers are increasingly adopting workplace wellness programs designed to improve employee health and decrease employer costs associated with health insurance and job absenteeism. This paper examines the outcomes of 2635 workers across 24 worksites who were offered financial incentives for weight loss that took various forms, including fixed payments and forfeitable bonds. We document extremely high attrition and modest weight loss associated with the financial incentives in this program, which contrasts with the better outcomes associated with pilot programs. We conclude by offering suggestions, motivated by behavioral economics, for increasing the effectiveness of financial incentives for weight loss. Copyright © 2013 Elsevier B.V. All rights reserved.

Workplace-based health and wellness programs: the intersection of aging, work, and health.

PubMed

Pitt-Catsouphes, Marcie; James, Jacquelyn Boone; Matz-Costa, Christina

2015-04-01

Workplace-based health and wellness programs (HWPs) may be an obvious yet under-utilized strategy for promoting positive health-related behaviors among older workers and for increasing their ability to continue to work. Given the unprecedented number of older adults who extend their labor force attachment beyond traditional retirement ages, a new vision of older adults' economic security and overall quality-of-life should take into account the intersections of aging, work, and health. The purpose of this article is to: (a) discuss the workplace as an increasingly important setting that can expand the reach and effectiveness of health promotion efforts; (b) examine current knowledge of barriers and facilitators that can affect older workers' participation in workplace-based HWPs; and (c) suggest new incentive structures that may increase older workers' engagement in these programs. We develop a rationale for our proposition that sustained participation in HWPs may improve the health status of older workers and reduce health care costs. It is our conclusion that there is significant potential for workplace-based HWPs to support older adults who want to or need to work. © The Author 2015. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Nutrition Programs in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Glanz, Karen

As is the case with other worksite wellness programs, company-sponsored nutrition programs have been expanding both in numbers and in depth. Besides offering a convenient health-enhancing benefit to employees, worksite nutrition programs benefit business by preventing several costly nutrition-related health problems, enhancing employees' overall…

HIV/AIDS workplace policy addressing epidemic drivers through workplace programs.

PubMed

Chatora, Bridget; Chibanda, Harrington; Kampata, Linda; Wilbroad, Mutale

2018-01-25

HIV workplace policies have become an important tool in addressing the HIV Pandemic in Sub-Saharan Africa. In Zambia, the National AIDS Council has been advocating for establishing of HIV/AIDS workplace policies to interested companies, however no formal evaluation has been done to assess uptake and implementation. The study aimed to establish the existence of HIV/AIDS policies and programs in the private sector and to understand implementation factors and experiences in addressing HIV epidemic drivers through these programs. A mixed method assessment of the availability of policies was conducted in 128 randomly selected member companies of Zambia Federation of Employers in Lusaka. Categorized variables were analysed on Policy and programs using Stata version 12.0 for associations: Concurrently, 28 in-depth interviews were conducted on purposively sampled implementers. Qualitative results were analysed thematically before integrating them with qualitative findings. Policies were found in 47/128 (36.72%) workplaces and the private sector accounted for 34/47 (72.34%) of all workplaces with a policy. Programs were available in 56/128 (43.75%) workplaces. The availability of policy was 2.7 times more likely to occur with increased size of a workplace, P value = 0.0001, (P < 0.05). Management support was 0.253 times more likely to occur in workplaces with policy, P value = 0.013, (P < 0.05) compared to those without. Having a specific budget for programs was 0.23 times more likely to occur in workplaces with a policy (P < 0.05) than those without a policy. Implementation was hindered by reduced funding, lack of time, sensitisation and lack of monitoring/evaluation systems. HIV awareness (56/56, 100%) and HIV/AIDS/Stigma (47/56, 83.93%) were the most addressed epidemic drivers through programs while Mother to Child Transmission (30/56 53.57%) and Males having sex with males were the least addressed (18/56, 32.14%). HIV/AIDS policies exist in the private sector at a very low proportion but policy translation was very high suggesting that workplaces with polices are likely to implement programs. The eradication of HIV/AIDS by 2030, requires addressing epidemic drivers with a focus on marginalised populations, gender integration, a wellness and rights based approach within the context of the legal framework.

Workplace in fluency management: factoring the workplace into fluency management.

PubMed

Cassar, M C; Neilson, M D

1997-01-01

This article addresses competency-based standards and guidelines for the involvement of speech-language pathologists in the workplace of clients who stutter. It advocates broadening customary practices in stuttering treatment and suggests that speech-language pathologists should extend their scope of service delivery to the workplace. It presents a sequence for the collaborative involvement of the employer and other workplace members and proposes strategies for evaluating workplace based fluency programs. Issues of fluency management, transfer, maintenance, and efficacy are discussed in the workplace context. Also addressed is workplace communication as well as such factors as stereotypes, discrimination, and resistance to change which may impinge on workplace intervention. It is argued that structured intervention, transfer, and generalization within a collaborative workplace framework facilitates best practice for the fluency clinician and more appropriate outcomes for the diversity of clients who stutter.

From sedentary to active: Shifting the movement paradigm in workplaces.

PubMed

Das, Bhibha M; Mailey, Emily; Murray, Kate; Phillips, Siobhan M; Torres, Cam; King, Abby C

2016-06-08

Increased sedentary behavior and reduced physical activity are risk factors for morbidity and mortality. As adults spend a significant portion of their time at work where the default is to spend the majority of the day sitting, shifting workplace norms to decrease sedentary time and increase active time could have a public health impact. Workplaces offer a unique setting for multi-level interventions that can reach diverse populations. Traditional worksite wellness initiatives have produced equivocal results in terms of increasing physical activity. One reason for this may be the focus on corporate-fitness type programs and health education with little change in workplace culture. More innovative approaches combining theory-based worksite wellness components with behavioral economics approaches promoting incidental physical activity at the workplace to make activity the default may be necessary. This article discusses strategies to shift the workplace paradigm from being sedentary to more active using a range of approaches.

Health and Wellness Policy Ethics

PubMed Central

Cavico, Frank J.; Mujtaba, Bahaudin G.

2013-01-01

This perspective is an ethical brief overview and examination of “wellness” policies in the modern workplace using practical examples and a general application of utilitarianism. Many employers are implementing policies that provide incentives to employees who lead a “healthy” lifestyle. The authors address how these policies could adversely affect “non-healthy” employees. There are a wide variety of ethical issues that impact wellness policies and practices in the workplace. The authors conclude that wellness programs can be ethical, while also providing a general reflective analysis of healthcare challenges in order to reflect on the externalities associated with such policies in the workplace. PMID:24596847

Workplace threats to health and job turnover among women workers.

PubMed

Gucer, Patricia W; Oliver, Marc; McDiarmid, Melissa

2003-07-01

Is job turnover related to concern about workplace health risks? Using data from a national sample of working women, we examined the relationships among workplace risk communications, worker concerns about workplace threats from hazardous substances, indoor air quality, and job change. Eight percent reported changing a job as a result of concern over workplace threats to health. Previous workplace injury predicted concern about hazardous materials and indoor air quality as well as job change, but employer communication about workplace health risks was associated with less job change and less concern about indoor air quality. Women worry about workplace threats to their health enough to change their jobs, but employers may have the power to cut turnover costs and reduce disruption to workers' lives through the use of risk communication programs.

48 CFR 923.570 - Workplace substance abuse programs at DOE sites.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 5 2011-10-01 2011-10-01 false Workplace substance abuse... SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570 Workplace substance abuse programs at DOE... abuse programs are promulgated at 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites. ...

48 CFR 923.570 - Workplace substance abuse programs at DOE sites.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 5 2013-10-01 2013-10-01 false Workplace substance abuse... SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570 Workplace substance abuse programs at DOE... abuse programs are promulgated at 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites. ...

48 CFR 923.570 - Workplace substance abuse programs at DOE sites.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 5 2014-10-01 2014-10-01 false Workplace substance abuse... SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570 Workplace substance abuse programs at DOE... abuse programs are promulgated at 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites. ...

48 CFR 923.570 - Workplace substance abuse programs at DOE sites.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 5 2012-10-01 2012-10-01 false Workplace substance abuse... SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570 Workplace substance abuse programs at DOE... abuse programs are promulgated at 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites. ...

Obesity coverage gap: Consumers perceive low coverage for obesity treatments even when workplace wellness programs target BMI.

PubMed

Wilson, Elizabeth Ruth; Kyle, Theodore K; Nadglowski, Joseph F; Stanford, Fatima Cody

2017-02-01

Evidence-based obesity treatments, such as bariatric surgery, are not considered essential health benefits under the Affordable Care Act. Employer-sponsored wellness programs with incentives based on biometric outcomes are allowed and often used despite mixed evidence regarding their effectiveness. This study examines consumers' perceptions of their coverage for obesity treatments and exposure to workplace wellness programs. A total of 7,378 participants completed an online survey during 2015-2016. Respondents answered questions regarding their health coverage for seven medical services and exposure to employer wellness programs that target weight or body mass index (BMI). Using χ 2 tests, associations between perceptions of exposure to employer wellness programs and coverage for medical services were examined. Differences between survey years were also assessed. Most respondents reported they did not have health coverage for obesity treatments, but more of the respondents with employer wellness programs reported having coverage. Neither the perception of coverage for obesity treatments nor exposure to wellness programs increased between 2015 and 2016. Even when consumers have exposure to employer wellness programs that target BMI, their health insurance often excludes obesity treatments. Given the clinical and cost-effectiveness of such treatments, reducing that coverage gap may mitigate obesity's individual- and population-level effects. © 2017 The Obesity Society.

[Activities of voivodeship occupational medicine centers in workplace health promotion in 2008].

PubMed

Goszczyńska, Eliza

2010-01-01

The paper aims to present the activities of the largest Voivodeship Occupational Medicine Centers (VOMCs) in Poland in the area of workplace health promotion in 2008. It was compiled on the basis of written reports concerning these activities sent by the Centers to the Polish National Center for Workplace Health Promotion, Nofer Institute of Occupational Medicine, Łódź. Their analysis shows a greatly varied level of engagement in and understanding of health promotion--from simple single actions (in the field of health education and screening) to long-running programs, including various ways of influencing people the programs are addressed to. In 2008, there were 78 such programs in the country, the most popular of them were those focused on occupational voice disorders and tobacco smoke). VOMCs perceive external factors, unfavorable or indifferent attitudes towards promoting health of their employees on the part of employers as well as financial constraints, as the most common obstacles in undertaking activities in the field of workplace health promotion. At the same time, they link achievements in this field mostly with their own activities, including effective cooperation with various partners and their well qualified and experienced employees.

Physical Fitness Programs in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Knadler, Gary F.; And Others

Because sedentary living creates health consequences that ultimately affect employees' productivity, many companies are sponsoring worksite physical fitness programs for their employees. The cost-effectiveness of such programs and the resulting reduction in employees' absenteeism rates and medical and health care costs have been well documented.…

34 CFR 472.1 - What is the National Workplace Literacy Program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false What is the National Workplace Literacy Program? 472.1... VOCATIONAL AND ADULT EDUCATION, DEPARTMENT OF EDUCATION NATIONAL WORKPLACE LITERACY PROGRAM General § 472.1 What is the National Workplace Literacy Program? The National Workplace Literacy Program provides...

Perceptions of medical graduates and their workplace supervisors towards a medical school clinical audit program.

PubMed

Davis, Stephanie; O'Ferrall, Ilse; Hoare, Samuel; Caroline, Bulsara; Mak, Donna B

2017-07-07

This study explores how medical graduates and their workplace supervisors perceive the value of a structured clinical audit program (CAP) undertaken during medical school. Medical students at the University of Notre Dame Fremantle complete a structured clinical audit program in their final year of medical school.  Semi-structured interviews were conducted with 12 Notre Dame graduates (who had all completed the CAP), and seven workplace supervisors (quality and safety staff and clinical supervisors).  Purposeful sampling was used to recruit participants and data were analysed using thematic analysis. Both graduates and workplace supervisors perceived the CAP to be valuable. A major theme was that the CAP made a contribution to individual graduate's medical practice, including improved knowledge in some areas of patient care as well as awareness of healthcare systems issues and preparedness to undertake scientifically rigorous quality improvement activities. Graduates perceived that as a result of the CAP, they were confident in undertaking a clinical audit after graduation.  Workplace supervisors perceived the value of the CAP beyond an educational experience and felt that the audits undertaken by students improved quality and safety of patient care. It is vital that health professionals, including medical graduates, be able to carry out quality and safety activities in the workplace. This study provides evidence that completing a structured clinical audit during medical school prepares graduates to undertake quality and safety activities upon workplace entry. Other health professional faculties may be interested in incorporating a similar program in their curricula.

Crafting a Foundation for Evaluating a Worksite Wellness Program

ERIC Educational Resources Information Center

Hubley, Teresa A.; Dutram, Kay

2011-01-01

Background: Businesses have been exposed to many positive accounts of the benefits of employee wellness to improve employee performance as well as reduce health and injury claims costs for the employer. However, many do not have the tools or experience to effectively demonstrate the benefits of a workplace wellness program for their own management…

Building Capacity for Workplace Health Promotion: Findings From the Work@Health® Train-the-Trainer Program.

PubMed

Lang, Jason; Cluff, Laurie; Rineer, Jennifer; Brown, Darigg; Jones-Jack, Nkenge

2017-11-01

Small- and mid-sized employers are less likely to have expertise, capacity, or resources to implement workplace health promotion programs, compared with large employers. In response, the Centers for Disease Control and Prevention developed the Work@Health ® employer training program to determine the best way to deliver skill-based training to employers of all sizes. The core curriculum was designed to increase employers' knowledge of the design, implementation, and evaluation of workplace health strategies. The first arm of the program was direct employer training. In this article, we describe the results of the second arm-the program's train-the-trainer (T3) component, which was designed to prepare new certified trainers to provide core workplace health training to other employers. Of the 103 participants who began the T3 program, 87 fully completed it and delivered the Work@Health core training to 233 other employers. Key indicators of T3 participants' knowledge and attitudes significantly improved after training. The curriculum delivered through the T3 model has the potential to increase the health promotion capacity of employers across the nation, as well as organizations that work with employers, such as health departments and business coalitions.

Impact of a health promotion program on employee health risks and work productivity.

PubMed

Mills, Peter R; Kessler, Ronald C; Cooper, John; Sullivan, Sean

2007-01-01

Evaluate the impact of a multicomponent workplace health promotion program on employee health risks and work productivity. Quasi-experimental 12-month before-after intervention-control study. A multinational corporation headquartered in the United Kingdom. Of 618 employees offered the program, 266 (43%) completed questionnaires before and after the program. A total of 1242 of 2500 (49.7%) of a control population also completed questionnaires 12 months apart. A multicomponent health promotion program incorporating a health risk appraisal questionnaire, access to a tailored health improvement web portal, wellness literature, and seminars and workshops focused upon identified wellness issues. Outcomes were (1) cumulative count of health risk factors and the World Health Organization health and work performance questionnaire measures of (2) workplace absenteeism and (3) work performance. After adjusting for baseline differences, improvements in all three outcomes were significantly greater in the intervention group compared with the control group. Mean excess reductions of 0.45 health risk factors and 0.36 monthly absenteeism days and a mean increase of 0.79 on the work performance scale were observed in the intervention group compared with the control group. The intervention yielded a positive return on investment, even using conservative assumptions about effect size estimation. The results suggest that a well-implemented multicomponent workplace health promotion program can produce sizeable changes in health risks and productivity.

Teaching English in the Workplace.

ERIC Educational Resources Information Center

Belfiore, Mary Ellen; Burnaby, Barbara

A guide to program planning and administration of instruction in EWP (English as a second language (ESL) in the workplace combined with varying degrees of general ESL/orientation information) is intended for management and union representatives, EWP coordinators, and ESL administrators as well as teachers. Its primary purposes are to bring…

Participatory workplace wellness programs: reward, penalty, and regulatory conflict.

PubMed

Pomeranz, Jennifer L

2015-06-01

POLICY POINTS: Workplace wellness programs that provide incentives for completing a health risk assessment are a form of participatory programs. There are legal and ethical concerns when employers assess penalties for not completing a health risk assessment, raising questions about the voluntariness of such a program. The Departments of Treasury, Labor, and Health and Human Services' 2013 regulations for participatory programs and employers' current practices conflict with the Equal Employment Opportunity Commission's prevailing interpretation of the Americans with Disabilities Act of 1990. In keeping with the Patient Protection and Affordable Care Act, Congress revised the law related to workplace wellness programs. In June 2013, the Departments of Treasury, Labor, and Health and Human Services passed the final regulations, updating their 2006 regulatory framework. Participatory programs that reward the completion of a health risk assessment are now the most common type of wellness program in the United States. However, legal and ethical concerns emerge when employers utilize incentives that raise questions about the voluntariness of such programs. At issue is that under the Americans with Disabilities Act (ADA) of 1990, employers cannot require health-related inquiries and exams. To analyze the current interpretation of the ADA, I conducted research on both LexisNexis and federal agency websites. The resulting article evaluates the differences in the language of Congress's enabling legislation and the federal departments' regulations and how they may conflict with the ADA. It also reviews the federal government's authority to address both the legal conflict and ethical concerns related to nonvoluntary participatory programs. Employers' practices and the federal departments' regulations conflict with the current interpretation of the ADA by permitting employers to penalize employees who do not complete a health risk assessment. The departments' regulations may be interpreted as conflicting with Congress's legislation, which mentions penalties only for health-contingent wellness programs. Furthermore, the regulatory protections for employees applicable to health-contingent wellness programs do not apply to participatory programs. Either Congress or the federal agencies should address the conflict among employers' practices, the wellness regulations, and the ADA and also consider additional protections for employees. Employers can avoid ethical and legal complications by offering voluntary programs with positive incentives. © 2015 Milbank Memorial Fund.

Corporate wellness programs: implementation challenges in the modern american workplace.

PubMed

Mujtaba, Bahaudin G; Cavico, Frank J

2013-09-01

Being healthy is important for living well and achieving longevity. In the business realm, furthermore, employers want healthy employees, as these workers tend to be more productive, have fewer rates of absenteeism, and use less of their health insurance resources. This article provides an overview of corporate "wellness" efforts in the American workplace and the concomitant challenges which employers will confront in implementing these programs. Consequently, employers and managers must reflect upon wellness policies and objectives, consult with professionals, and discuss the ramifications thereof prior to implementation. The authors herein explore how employers are implementing policies that provide incentives to employees who lead "healthy" lifestyles as well as ones that impose costs on employees who lead "unhealthy" lifestyles. The distinctive contribution of this article is that it proactively explores wellness program implementation challenges and also supplies "best practices" in the modern workplace, so employers can be better prepared when they promulgate wellness policies, and then take practical steps to help their employees become healthier and thereby help to reduce insurance costs. The article, moreover, addresses how wellness policy incentives-in the form of "carrots" as well as penalties-in the form of "sticks" could affect employees, especially "non-healthy" employees, as well as employers, particularly legally. Based on the aforementioned challenges, the authors make practical recommendations for employers and managers, so that they can fashion and implement wellness policies that are deemed to be legal, ethical, and efficacious.

Corporate Wellness Programs: Implementation Challenges in the Modern American Workplace

PubMed Central

Mujtaba, Bahaudin G.; Cavico, Frank J.

2013-01-01

Being healthy is important for living well and achieving longevity. In the business realm, furthermore, employers want healthy employees, as these workers tend to be more productive, have fewer rates of absenteeism, and use less of their health insurance resources. This article provides an overview of corporate “wellness” efforts in the American workplace and the concomitant challenges which employers will confront in implementing these programs. Consequently, employers and managers must reflect upon wellness policies and objectives, consult with professionals, and discuss the ramifications thereof prior to implementation. The authors herein explore how employers are implementing policies that provide incentives to employees who lead “healthy” lifestyles as well as ones that impose costs on employees who lead “unhealthy” lifestyles. The distinctive contribution of this article is that it proactively explores wellness program implementation challenges and also supplies “best practices” in the modern workplace, so employers can be better prepared when they promulgate wellness policies, and then take practical steps to help their employees become healthier and thereby help to reduce insurance costs. The article, moreover, addresses how wellness policy incentives—in the form of “carrots” as well as penalties—in the form of “sticks” could affect employees, especially “non-healthy” employees, as well as employers, particularly legally. Based on the aforementioned challenges, the authors make practical recommendations for employers and managers, so that they can fashion and implement wellness policies that are deemed to be legal, ethical, and efficacious. PMID:24596864

Understanding small business engagement in workplace violence prevention programs.

PubMed

Bruening, Rebecca A; Strazza, Karen; Nocera, Maryalice; Peek-Asa, Corinne; Casteel, Carri

2015-01-01

Worksite wellness, safety, and violence prevention programs have low penetration among small, independent businesses. This study examined barriers and strategies influencing small business participation in workplace violence prevention programs (WVPPs). A semistructured interview guide was used in 32 telephone interviews. The study took place at the University of North Carolina Injury Prevention Research Center. Participating were a purposive sample of 32 representatives of small business-serving organizations (e.g., business membership organizations, regulatory agencies, and economic development organizations) selected for their experience with small businesses. This study was designed to inform improved dissemination of Crime Free Business (CFB), a WVPP for small, independent retail businesses. Thematic qualitative data analysis was used to identify key barriers and strategies for promoting programs and services to small businesses. Three key factors that influence small business engagement emerged from the analysis: (1) small businesses' limited time and resources, (2) low salience of workplace violence, (3) influence of informal networks and source credibility. Identified strategies include designing low-cost and convenient programs, crafting effective messages, partnering with influential organizations and individuals, and conducting outreach through informal networks. Workplace violence prevention and public health practitioners may increase small business participation in programs by reducing time and resource demands, addressing small business concerns, enlisting support from influential individuals and groups, and emphasizing business benefits of participating in the program.

76 FR 17130 - Agency Information Collection Request. 60-Day Public Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-28

... type of wellness programs as well as the use of employee incentives. The survey design and content is... survey on employers to learn about their experiences and attitudes regarding workplace wellness programs... particular focus on the use of incentives. As part of the study, a one- time, self-administered survey will...

The impact of a prospective survey-based workplace intervention program on employee health, biologic stress markers, and organizational productivity.

PubMed

Anderzén, Ingrid; Arnetz, Bengt B

2005-07-01

To study whether knowledge about psychosocial work indicators and a structured method to implement changes based on such knowledge comprise an effective management tool for enhancing organizational as well as employee health and well-being. White- collar employees representing 22 different work units were assessed before and after a 1-year intervention program. Subjective ratings on health and work environment, biologic markers, absenteeism, and productivity were measured. Significant improvements in performance feedback, participatory management, employeeship, skills development, efficiency, leadership, employee well-being, and work-related exhaustion were identified. The restorative hormone testosterone increased during the intervention and changes correlated with increased overall organizational well-being. Absenteeism decreased and productivity improved. Fact-based psychosocial workplace interventions are suggested to be an important process for enhancing employee well-being as well as organizational performance.

Making the link between health and productivity at the workplace--a global perspective.

PubMed

Kirsten, Wolf

2010-01-01

This paper discusses the relationship between health and productivity at the workplace by providing a global perspective of the current status of the fields of workplace health promotion and health management. The prevailing chronic disease trends coupled with economic pressures have proven a significant challenge for employers and employees alike. While a global growth trend in workplace health promotion can be observed the number of companies which take a proactive and integrated approach to workplace health remains small. Workplace health promotion programs in the United States typically focus on the individual health risks of employees while their European counterparts target work-related hazards, physical and, more recently, psychosocial. A number of specific tools and programs for integrated health management are described, such as self-report instruments to measure presenteeism. The analysis suggests that existing occupational health services strategies are insufficient to address the current challenges. Improved employee health can only be achieved in a sustainable manner when integrating all health-related services within an enterprise and addressing psychosocial and organizational factors as well as individual health issues.

Workplace health: engaging business leaders to combat obesity.

PubMed

Lankford, Tina; Lang, Jason; Bowden, Brian; Baun, William

2013-01-01

This article explores how employers can be part of the solution to obesity by offering workplace wellness programs and facilitating opportunities for physical activity, access to healthier foods and beverages, and incentives for disease management and prevention to help prevent weight gain among their employees. © 2013 American Society of Law, Medicine & Ethics, Inc.

Reducing Smoking at the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Behrens, Ruth A.

Company policies and programs aimed at reducing smoking among employees have a number of other important benefits to employees and the company alike. Limiting or banning smoking helps create a safe and healthy workplace and may reduce direct health care costs, health and life insurance costs, employee absenteeism, costs associated with maintaining…

Stress Management in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Jaffe, Dennis T.; And Others

This paper on designing and implementing a stress management program in the workplace begins by defining stress. A brief overview of the relationship of stress to health and personal style follows. The subsequent discussion of the relationship between stress and work focuses on these topics: work contributes to stress; stress affects work…

Building Capacity for Workplace Health Promotion: Findings From the Work@Health® Train-the-Trainer Program

PubMed Central

Lang, Jason; Cluff, Laurie; Rineer, Jennifer; Brown, Darigg; Jones-Jack, Nkenge

2017-01-01

Small- and mid-sized employers are less likely to have expertise, capacity, or resources to implement workplace health promotion programs, compared with large employers. In response, the Centers for Disease Control and Prevention developed the Work@Health® employer training program to determine the best way to deliver skill-based training to employers of all sizes. The core curriculum was designed to increase employers’ knowledge of the design, implementation, and evaluation of workplace health strategies. The first arm of the program was direct employer training. In this article, we describe the results of the second arm—the program’s train-the-trainer (T3) component, which was designed to prepare new certified trainers to provide core workplace health training to other employers. Of the 103 participants who began the T3 program, 87 fully completed it and delivered the Work@Health core training to 233 other employers. Key indicators of T3 participants’ knowledge and attitudes significantly improved after training. The curriculum delivered through the T3 model has the potential to increase the health promotion capacity of employers across the nation, as well as organizations that work with employers, such as health departments and business coalitions. PMID:28829622

Perceptions of medical graduates and their workplace supervisors towards a medical school clinical audit program

PubMed Central

O'Ferrall, Ilse; Hoare, Samuel; Caroline, Bulsara; Mak, Donna B.

2017-01-01

Objectives This study explores how medical graduates and their workplace supervisors perceive the value of a structured clinical audit program (CAP) undertaken during medical school. Methods Medical students at the University of Notre Dame Fremantle complete a structured clinical audit program in their final year of medical school.  Semi-structured interviews were conducted with 12 Notre Dame graduates (who had all completed the CAP), and seven workplace supervisors (quality and safety staff and clinical supervisors).  Purposeful sampling was used to recruit participants and data were analysed using thematic analysis. Results Both graduates and workplace supervisors perceived the CAP to be valuable. A major theme was that the CAP made a contribution to individual graduate’s medical practice, including improved knowledge in some areas of patient care as well as awareness of healthcare systems issues and preparedness to undertake scientifically rigorous quality improvement activities. Graduates perceived that as a result of the CAP, they were confident in undertaking a clinical audit after graduation.  Workplace supervisors perceived the value of the CAP beyond an educational experience and felt that the audits undertaken by students improved quality and safety of patient care. Conclusions It is vital that health professionals, including medical graduates, be able to carry out quality and safety activities in the workplace. This study provides evidence that completing a structured clinical audit during medical school prepares graduates to undertake quality and safety activities upon workplace entry. Other health professional faculties may be interested in incorporating a similar program in their curricula.  PMID:28692425

Do Workplace Literacy Programs Promote High Skills or Low Wages? Suggestions for Future Evaluations of Workplace Literacy Programs.

ERIC Educational Resources Information Center

Sarmiento, Tony

Workplace literacy programs can support the path toward either low wages or high skills. Instead of the "high skill" path, most U.S. companies follow the "low wage" path. Depending on who is involved, which program goals are selected, and what planning process is followed, a workplace literacy program can maintain outdated workplaces or foster…

Issues in Worksite Health Promotion: A Personal Viewpoint.

ERIC Educational Resources Information Center

Shephard, Roy J.

2002-01-01

Attempts to change employees' personal behavior to promote a healthy workplace raise ethical and professional questions. Needs for successful wellness programs must be balanced against individual rights to remain unhealthy. The paper discusses potential fiscal benefits of wellness programs, ethics of motivation, personal responsibility for health,…

Building Health Promotion into the Job of Home Care Aides: Transformation of the Workplace Health Environment

PubMed Central

Muramatsu, Naoko; Yin, Lijuan; Lin, Ting-Ti

2017-01-01

Home care aides (HCAs), predominantly women, constitute one of the fastest growing occupations in the United States. HCAs work in clients’ homes that lack typical workplace resources and benefits. This mixed-methods study examined how HCAs’ work environment was transformed by a pilot workplace health promotion program that targeted clients as well as workers. The intervention started with training HCAs to deliver a gentle physical activity program to their older clients in a Medicaid-funded home care program. Older HCAs aged 50+ reported increased time doing the types of physical activity that they delivered to their clients (stretching or strengthening exercise) (p = 0.027). Almost all (98%) HCAs were satisfied with the program. These quantitative results were corroborated by qualitative data from open-ended survey questions and focus groups. HCAs described how they exercised with clients and how the psychosocial work environment changed with the program. Building physical activity into HCAs’ job is feasible and can effectively promote HCAs’ health, especially among older HCAs. PMID:28379207

Building Health Promotion into the Job of Home Care Aides: Transformation of the Workplace Health Environment.

PubMed

Muramatsu, Naoko; Yin, Lijuan; Lin, Ting-Ti

2017-04-05

Home care aides (HCAs), predominantly women, constitute one of the fastest growing occupations in the United States. HCAs work in clients' homes that lack typical workplace resources and benefits. This mixed-methods study examined how HCAs' work environment was transformed by a pilot workplace health promotion program that targeted clients as well as workers. The intervention started with training HCAs to deliver a gentle physical activity program to their older clients in a Medicaid-funded home care program. Older HCAs aged 50+ reported increased time doing the types of physical activity that they delivered to their clients (stretching or strengthening exercise) ( p = 0.027). Almost all (98%) HCAs were satisfied with the program. These quantitative results were corroborated by qualitative data from open-ended survey questions and focus groups. HCAs described how they exercised with clients and how the psychosocial work environment changed with the program. Building physical activity into HCAs' job is feasible and can effectively promote HCAs' health, especially among older HCAs.

Promoting Healthy Workplaces by Building Cultures of Health and Applying Strategic Communications.

PubMed

Kent, Karen; Goetzel, Ron Z; Roemer, Enid C; Prasad, Aishwarya; Freundlich, Naomi

2016-02-01

The aim of the study was to identify key success elements of employer-sponsored health promotion (wellness) programs. We conducted an updated literature review, held discussions with subject matter experts, and visited nine companies with exemplary programs to examine current best and promising practices in workplace health promotion programs. Best practices include establishing a culture of health and using strategic communications. Key elements that contribute to a culture of health are leadership commitment, social and physical environmental support, and employee involvement. Strategic communications are designed to educate, motivate, market offerings, and build trust. They are tailored and targeted, multichanneled, bidirectional, with optimum timing, frequency, and placement. Increased efforts are needed to disseminate lessons learned from employers who have built cultures of health and excellent communications strategies and apply these insights more broadly in workplace settings.

Effectiveness of a Type 2 Diabetes Screening Intervention in the Canadian Workplace.

PubMed

Tarride, Jean-Eric; Smofsky, Allan; Nykoliation, Priscilla; Allain, Stephen; Lewis-Daly, Linda; Satok, David; Schwartz, Jeremy; Pollack, Joshua Hart; Guertin, Jason Robert; McIntyre, Roger S

2017-12-18

There is a lack of Canadian data concerning the effectiveness of diabetes interventions in the workplace. The objective of this study was to evaluate the effectiveness of Motivaction, a diabetes screening and education pilot program, in the workplace. The Motivaction program involves a voluntary web-based diabetes health-risk assessment, the Canadian Diabetes Risk Questionnaire (CANRISK), combined with an opportunity for those eligible (i.e. having diabetes or having a CANRISK score ≥21) to attend 2 on-site biometric screening meetings with a registered nurse and 4 educational sessions by telephone with a certified diabetes educator. Biometric data, as well as information about self-efficacy, lifestyle changes, productivity, well-being, mental health and program satisfaction, were collected at baseline and at 6 months. Attendance at the initial and 6-month clinical visits included 293 people. At baseline, 21% were identified as having prediabetes (13%) or having diabetes (8%). Statistically significant reductions in glycated hemoglobin levels from baseline to the study's end were observed in those with prediabetes or diabetes. No statistically significant changes in glycated hemoglobin levels were observed in individuals with normal levels or in those at risk for diabetes at baseline. No statistical differences were observed in terms of productivity or mental health for the full population or across diabetes-risk categories. More than 90% of employees would recommend the Motivaction program to other employers. This study provides a framework for future diabetes interventions in the workplace and demonstrates that workplace interventions may reduce employees' diabetes risk levels and are valued by employees. Copyright © 2018 The Authors. Published by Elsevier Inc. All rights reserved.

Our School Wellness Program Cut Staff Absenteeism and Might Save Lives.

ERIC Educational Resources Information Center

Oxrieder, Ann

1987-01-01

Describes Bellevue (Washington) School District's employee wellness program's successful efforts to (1) save lives by promoting healthy lifestyles, (2) boost morale by taking health services to the workplace, (3) improve on-the-job performance by providing inexpensive, convenient opportunities for exercise and weight loss, and (4) reduce staff…

48 CFR 923.570 - Workplace substance abuse programs at DOE sites.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Workplace substance abuse... Workplace 923.570 Workplace substance abuse programs at DOE sites. (a) The Department of Energy (DOE), as...) Regulations concerning DOE's contractor workplace substance abuse programs are promulgated at 10 CFR part 707...

Worksite Food and Physical Activity Environments and Wellness Supports Reported by Employed Adults in the United States, 2013.

PubMed

Onufrak, Stephen J; Watson, Kathleen B; Kimmons, Joel; Pan, Liping; Khan, Laura Kettel; Lee-Kwan, Seung Hee; Park, Sohyun

2018-01-01

To examine the workplace food and physical activity (PA) environments and wellness culture reported by employed United States adults, overall and by employer size. Cross-sectional study using web-based survey on wellness policies and environmental supports for healthy eating and PA. Worksites in the United States. A total of 2101 adults employed outside the home. Survey items were based on the Centers for Disease Control and Prevention Worksite Health ScoreCard and Checklist of Health Promotion Environments and included the availability and promotion of healthy food items, nutrition education, promotion of breast-feeding, availability of PA amenities and programs, facility discounts, time for PA, stairwell signage, health promotion programs, and health risk assessments. Descriptive statistics were used to examine the prevalence of worksite environmental and facility supports by employer size (<100 or ≥100 employees). Chi-square tests were used to examine the differences by employer size. Among employed respondents with workplace food or drink vending machines, approximately 35% indicated the availability of healthy items. Regarding PA, 30.9% of respondents reported that their employer provided opportunities to be physically active and 17.6% reported worksite exercise facilities. Wellness programs were reported by 53.2% working for large employers, compared to 18.1% for smaller employers. Employee reports suggested that workplace supports for healthy eating, PA, and wellness were limited and were less common among smaller employers.

Key Elements in Successful Training A Comparative Study of Two Workplaces. Project Report, 2000-2001.

ERIC Educational Resources Information Center

Adult Literacy and Numeracy Australian Research Consortium, Alice Springs. Northern Territory Centre.

This publication presents case studies of two sites--one with and one without a history of involvement in Workplace English Language and Literacy (WELL)-funded training programs. Case study 1, "Partnership, Flexibility, and Experience: Key Elements in Successful Training" (Jenny McGuirk), investigates a food processing company in New South Wales…

Workplace violence: impact, causes, and prevention.

PubMed

Dillon, Bobbie L

2012-01-01

Using a variety of sources, the author explores the complex reasons for aggression and violence in workplace settings, as well as suggesting means of prevention and intervention. Literature Review. Studies indicate workplace violence affects more than half of U.S. organizations, yet nearly 70 percent have no programs or policies to deal with this problem. Research indicates that aggressive behavior of a psychological nature often precedes physical violence in the workforce, yet employers regularly ignore warning signs even when reported by employees. Costs to U.S. employers are estimated in the millions due to employee absences, medical costs, theft, and costs related to litigation. Organizations with cultures which support fair working conditions and zero-tolerance for workplace aggression have been shown to help mitigate workplace violence.

HIV / AIDS, STDs and the workplace.

PubMed

Jackson, H

1995-01-01

Even though the workplace is ideal for promoting HIV/STD (sexually transmitted disease) prevention to benefit workers and employers, many workplaces are not convinced that they should be involved in HIV/AIDS and STD education, prevention, and support. They do not realize that time and money spent on health programs save them money. Perhaps they do not feel obligated to protect the health of their employees. The AIDS epidemic adversely affects society and the economy at both the macro and micro level. AIDS tends to strike the productive age group, thereby seriously affecting the workplace. In many Sub-Saharan African countries, at least 20% of the urban workforce may be infected with HIV. Persons living with HIV include top management, skilled professionals, general hands, and farm laborers. HIV/AIDS costs for formal employment are assumed through reduced productivity; increased costs of occupational benefits and social security measures; loss of skilled labor, professionals, and managerial expertise as well as the experience among workers; increased costs of training and recruitment; and low morale from stigmatization, discrimination, and subsequent industrial relation problems. Needed are comprehensive HIV/AIDS and STD workplace programs that ensure the rights of persons with HIV and compassionate treatment of these persons. Trade union or other labor representatives, management, and appropriate government departments should work together and build on existing health legislation and policy to bring about effective negotiation and policy development concerning AIDS and employment. Training of peer educators, support services (counseling, STD referral and/or treatment), community action, management commitment, monitoring and evaluation, and supportive workplace conditions make for effective comprehensive workplace programs. Successful programs operate in fishing villages in Tanzania, tea plantations in India, the University of Papua New Guinea, and Ugandan army camps.

Office-Based Physical Activity and Nutrition Intervention: Barriers, Enablers, and Preferred Strategies for Workplace Obesity Prevention, Perth, Western Australia, 2012

PubMed Central

Jancey, Jonine; Howat, Peter; Ledger, Melissa; Lee, Andy H.

2013-01-01

Introduction Workplace health promotion programs to prevent overweight and obesity in office-based employees should be evidence-based and comprehensive and should consider behavioral, social, organizational, and environmental factors. The objective of this study was to identify barriers to and enablers of physical activity and nutrition as well as intervention strategies for health promotion in office-based workplaces in the Perth, Western Australia, metropolitan area in 2012. Methods We conducted an online survey of 111 employees from 55 organizations. The online survey investigated demographics, individual and workplace characteristics, barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. We used χ2 and Mann–Whitney U statistics to test for differences between age and sex groups for barriers and enablers, intervention-strategy preferences, and physical activity and nutrition behaviors. Stepwise multiple regression analysis determined factors that affect physical activity and nutrition behaviors. Results We identified several factors that affected physical activity and nutrition behaviors, including the most common barriers (“too tired” and “access to unhealthy food”) and enablers (“enjoy physical activity” and “nutrition knowledge”). Intervention-strategy preferences demonstrated employee support for health promotion in the workplace. Conclusion The findings provide useful insights into employees’ preferences for interventions; they can be used to develop comprehensive programs for evidence-based workplace health promotion that consider environmental and policy influences as well as the individual. PMID:24028834

Creating a Healthier Work Environment.

ERIC Educational Resources Information Center

Hyde, William H.; Guthrie, Stephen H.

1993-01-01

A series of benefit programs for school personnel in a Maryland county includes a smoke-free workplace, an employee wellness program, and an employee assistance program. The county has been able to correlate a dramatic decrease in the cost of health insurance for employees with the activities of these programs. (MLF)

Alternative Designs for Evaluating Workplace Literacy Programs. Conference Proceedings and Commissioned Papers at the "Design Guidance for Evaluating Workplace Literacy Programs" Work Group Conference (Washington, D.C. April 13, 1993).

ERIC Educational Resources Information Center

Research Triangle Inst., Research Triangle Park, NC.

This document contains the five papers presented at a meeting at which key issues in evaluating workplace literacy programs were discussed. In "Key Components of Workplace Liteacy Projects and Definitions of Project 'Modules,'" Judith A. Alamprese describes the context for evaluating the National Extension Program, components of workplace literacy…

Integrating Literacy and Workplace Skills for Worker Advancement. Worker Education Program Final Report, May 1, 1992 - March 31, 1994.

ERIC Educational Resources Information Center

Boyter-Escalona, Margaret

Final evaluation of the Workplace Education Program, funded by the National Workplace Literacy Program to provide workplace literacy education programs to 425 members of Chicago (Illinois) area clothing and textile workers union members, is presented. The program's goal was to enhance workers' basic literacy skills for present job stabilization…

Training for Basic Skills or Educating Workers?: Changing Conceptions of Workplace Education Programs.

ERIC Educational Resources Information Center

Schultz, Katherine

Although the National Workplace Literacy Program is relatively new, a new orthodoxy of program development based on particular understandings of literacy and learning has emerged. Descriptions of two model workplace education programs are the beginning points for an examination of the assumptions contained in most reports of workplace education…

Design of a study evaluating the effects, health economics, and stakeholder perspectives of a multi-component occupational rehabilitation program with an added workplace intervention - a  study protocol.

PubMed

Rise, Marit B; Skagseth, Martin; Klevanger, Nina E; Aasdahl, Lene; Borchgrevink, Petter; Jensen, Chris; Tenggren, Hanne; Halsteinli, Vidar; Jacobsen, Trym N; Løland, Svein B; Johnsen, Roar; Fimland, Marius S

2018-02-05

Recent research has suggested that interventions at the workplace might be the most potent ingredient in return to work interventions, but few studies have investigated the different effects of workplace interventions as part of occupational rehabilitation programs. The comprehensive design described in this article includes effect (on return to work and health outcomes), and health economic evaluations of a workplace intervention added to a multicomponent rehabilitation program. Qualitative and mixed method studies will investigate sick-listed persons', rehabilitation therapists' and employers' perspectives on the usability and outcomes of the rehabilitation program and the workplace intervention. The program and intervention are provided to patients with musculoskeletal, psychological or general and unspecified diagnoses. The program is multi-component and includes Acceptance and Commitment Therapy, physical exercise, patient education and creating a plan for increased work participation. Persons who are employed, aged from 18 to 60 years, with a current sick leave status of 50% or more and a diagnosis within the musculoskeletal, psychological or general and unspecified chapters of International Classification of Primary Care-2 (ICPC-2) will be recruited to a researcher-blinded parallel-group randomized controlled trial. All participants take part in an in-patient occupational rehabilitation program, while the intervention group also takes part in an intervention at the workplace. The effect and economic evaluation will investigate the effect of the added workplace intervention. The primary outcome measures will be time until full sustainable return to work and total number of sickness absence days in the 12 months after inclusion. Health economic evaluations will investigate the cost-effectiveness and cost-utility. Qualitative studies will investigate rehabilitation therapists' experiences with working towards return to work within an ACT-approach and stakeholders' experiences with the workplace intervention. A mixed methods study will combine quantitative and qualitative findings on the participants' expectations and motivation for return to work. The outline of this comprehensive study could represent an important addition to the standard designs of return to work evaluation. The mixed methods design, with qualitative approaches as well as a rigorous randomized controlled trial, might prove useful to shed light on contextual factors. ClinicalTrials.gov : NCT02541890 . September 4, 2015.

Integrating health and safety in the workplace: how closely aligning health and safety strategies can yield measurable benefits.

PubMed

Loeppke, Ronald R; Hohn, Todd; Baase, Catherine; Bunn, William B; Burton, Wayne N; Eisenberg, Barry S; Ennis, Trish; Fabius, Raymond; Hawkins, R Jack; Hudson, T Warner; Hymel, Pamela A; Konicki, Doris; Larson, Paul; McLellan, Robert K; Roberts, Mark A; Usrey, Cary; Wallace, Joseph A; Yarborough, Charles M; Siuba, Justina

2015-05-01

To better understand how integrating health and safety strategies in the workplace has evolved and establish a replicable, scalable framework for advancing the concept with a system of health and safety metrics, modeled after the Dow Jones Sustainability Index. Seven leading national and international programs aimed at creating a culture of health and safety in the workplace were compared and contrasted. A list of forty variables was selected, making it clear there is a wide variety of approaches to integration of health and safety in the workplace. Depending on how well developed the culture of health and safety is within a company, there are unique routes to operationalize and institutionalize the integration of health and safety strategies to achieve measurable benefits to enhance the overall health and well-being of workers, their families, and the community.

Breast cancer screening education in the workplace.

PubMed

Paskett, E D; Case, L D; Masten, K B; Phillips, K C

1994-01-01

This study examined the use of breast cancer screening education programs in 102 of the major workplaces in Forsyth County, North Carolina. Characteristics of workplaces that had sponsored such programs within the preceding three years were identified. Eighteen percent of the workplaces surveyed had offered breast cancer screening education programs. Factors that were directly related to having sponsored a program included the size of the workforce, the number of female employees, and the proportion of female employees over 40 years old. Characteristics related to health service activities in the workplace were also predictive. Neither the type of industry nor the insurance status of the workplace was significantly related to having sponsored a program.

Defining Workplace Literacy Education in Massachusetts. A Survey of Workplace Literacy Education Programs in Massachusetts, Conducted in September and October 1989.

ERIC Educational Resources Information Center

Rosen, David J.; Kale, Cerci

A survey of 42 Massachusetts workplace literacy programs was conducted in fall 1989 to determine whether the programs generally fit a standard definition of workplace literacy derived from "A Guide to Developing Instruction for Workforce Literacy Programs" by Jorie W. Philippi. The study's seven-item questionnaire included the definition…

Models of Excellence: A Review of Ohio's Award-Winning Workplace Literacy Programs. 1996 Supplement.

ERIC Educational Resources Information Center

Baechlin, Dan; Proper, Len

This document profiles Ohio's seven award-winning workplace literacy programs. The workplace literacy programs described are offered by a mix of urban and rural firms which employ between 85 and 2,323 individuals in a variety of sectors. The workplace literacy programs offered by the following firms are described: Cleveland Track Material; L.J.…

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

48 CFR 970.5223-3 - Agreement regarding Workplace Substance Abuse Programs at DOE sites.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Workplace Substance Abuse Programs at DOE sites. 970.5223-3 Section 970.5223-3 Federal Acquisition... Agreement regarding Workplace Substance Abuse Programs at DOE sites. As prescribed in 970.2305-4(a), the contracting officer shall insert the following provision: Agreement Regarding Workplace Substance Abuse...

Massachusetts Workplace Education Initiative. Year 3 Evaluation. Final Report.

ERIC Educational Resources Information Center

Rayman, Paula; And Others

An evaluation of the Massachusetts Workplace Education Initiative brings together three phases: (1) a pilot outcome study conducted with a sample of six local workplace education programs and featuring the perspectives of workers, labor, and management; (2) program profiles for seven federally funded workplace education programs coordinated by the…

Creation of University Wellness Program Healthy Eating and Active Lifestyle Supports: A Knowledge-to-Action Process.

PubMed

Joy, Phillip; Mann, Linda; Blotnicky, Karen

2018-03-01

With the burdens that preventable health conditions place on individuals, workplaces, and society, workplace wellness programs (WWP) are critical to ensuring employees have access to health promotion supports tailored to their work environments. Such programs are best guided by a knowledge-to-action (KTA) framework; a theoretically grounded, systematic process that considers the ongoing exchange of knowledge with employees to engage them in health behaviour change and to garner employers' support for the interventions. Therefore the purpose of this project was to develop, implement, and evaluate WWP healthy eating and active lifestyle supports at a university. A KTA process guided the consultations with employees and stakeholders that led to the development and implementation of a range of resource effective supports and the incorporation of wellness in the organization culture. A key support was the Wellness Passport that encouraged participation in scheduled WWP activities, as well as allowing for self-identified ones. Quality assurance assessments demonstrated a desire for a continuation of these WWP supports and activities. Dietitians, as health promotion leaders, can play key roles in the emerging field of WWPs. University dietetic and internship programs should consider adding WWP and KTA training components.

A pilot study of an online workplace nutrition program: the value of participant input in program development.

PubMed

Cousineau, Tara; Houle, Brian; Bromberg, Jonas; Fernandez, Kathrine C; Kling, Whitney C

2008-01-01

Tailored nutrition Web programs constitute an emerging trend in obesity prevention. Initial investment in innovative technology necessitates that the target population be well understood. This pilot study's purpose was to determine the feasibility of a workplace nutrition Web program. Formative research was conducted with gaming industry employees and benefits managers to develop a consensus on workplace-specific nutrition needs. A demonstration Web program was piloted with stakeholders to determine feasibility. Indiana, Mississippi, Nevada, and New Jersey gaming establishments. 86 employees, 18 benefits managers. Prototype Web program. Concept mapping; 16-item nutrition knowledge test; satisfaction. Concept mapping was used to aggregate importance ratings on programmatic content, which informed Web program curriculum. Chi-square tests were performed postintervention to determine knowledge improvement. (1) Employees and benefits managers exhibited moderate agreement about content priorities for the program (r = 0.48). (2) There was a significant increase in employees' nutrition knowledge scores postintervention (t = 7.16, df = 36, P < .001); those with less knowledge exhibited the greatest gains in knowledge scores (r = -0.647, P < .001). Employees and benefit managers do not necessarily agree on the priority of nutrition-related content, suggesting a need for programs to appeal to various stakeholders. Computer-based approaches can address various stakeholder health concerns via tailored, customized programming.

Implementation of a National Workplace Wellness Program for Health Workers in Botswana

PubMed Central

Ledikwe, Jenny H.; Semo, Bazghina-werq; Sebego, Miram; Mpho, Maureen; Mothibedi, Heather; Mawandia, Shreshth; O’Malley, Gabrielle

2017-01-01

The Botswana workplace wellness program (WWP) for health care workers (HCWs) was initiated in 2007. WWP implementation was assessed using a sequential, explanatory, mixed methods design including a national implementation assessment (27 health districts) and in-depth interviews (n = 38). Level of implementation varied across districts with health screening, therapeutic recreation, and health promotion implemented more frequently than occupational health activities and psychosocial services. Facilitators to WWP implementation included establishment of a dedicated, diverse WWP committee; provision of administrative support, and integration of activities into organizational culture. Barriers included competing priorities related to delivery of health services to clients, limited technical ability to deliver occupation health activities and psychosocial support, receipt of health services from colleagues, and limited appreciation for personal wellness by some HCWs. Ensuring the well-being of HCWs is critical in reaching international health goals. PMID:28742763

Workplace Literacy: The Effects of an In-house Program on the Organization.

ERIC Educational Resources Information Center

Fretz, Barbara

The effects of an in-house workplace literacy program on an organization are examined. A small Canadian manufacturing plant that began a workplace literacy program called Learning in the Workplace in 1990 was the site of this case study research. The plant was CCL Custom Manufacturing, which specialized in household powder-based products. Four…

Classrooms in the Workplace. Workplace Literacy Programs in Small and Medium-Sized Firms.

ERIC Educational Resources Information Center

Hollenbeck, Kevin

A study examined the characteristics and impact of workplace literacy programs in businesses with fewer than 500 employees. Particular emphasis was placed on workplace literacy initiatives in Michigan. Case studies and telephone surveys were conducted to determine the extent of basic skills deficiencies and incidence of workplace literacy…

Exploring Environment-Intervention Fit: A Study of a Work Environment Intervention Program for the Care Sector.

PubMed

Smith, Louise Hardman; Aust, Birgit; Flyvholm, Mari-Ann

2015-01-01

Targeting occupational health and safety interventions to different groups of employees and sectors is important. The aim of this study was to explore the environment-intervention fit of a Danish psychosocial work environment intervention program for the residential and home care sector. Focus group interviews with employees and interviews with mangers were conducted at 12 selected workplaces and a questionnaire survey was conducted with managers at all 115 workplaces. The interventions enhanced the probability of employees experiencing more "good" work days, where they could make a difference to the lives of clients. The interventions may therefore be characterized as culturally compelling and having a good fit with the immediate work environment of employees. The interventions furthermore seemed to fit well with the wider organizational environment and with recent changes in the societal and economic context of workplaces. However, some workplaces had difficulties with involving all employees and adapting the interventions to the organization of work. The findings suggest that flexibility and a variety of strategies to involve all employees are important aspects, if interventions are to fit well with the care sector. The focus on employees' conceptualization of a "good" work day may be useful for intervention research in other sectors.

Exploring Environment-Intervention Fit: A Study of a Work Environment Intervention Program for the Care Sector

PubMed Central

Aust, Birgit; Flyvholm, Mari-Ann

2015-01-01

Targeting occupational health and safety interventions to different groups of employees and sectors is important. The aim of this study was to explore the environment-intervention fit of a Danish psychosocial work environment intervention program for the residential and home care sector. Focus group interviews with employees and interviews with mangers were conducted at 12 selected workplaces and a questionnaire survey was conducted with managers at all 115 workplaces. The interventions enhanced the probability of employees experiencing more “good” work days, where they could make a difference to the lives of clients. The interventions may therefore be characterized as culturally compelling and having a good fit with the immediate work environment of employees. The interventions furthermore seemed to fit well with the wider organizational environment and with recent changes in the societal and economic context of workplaces. However, some workplaces had difficulties with involving all employees and adapting the interventions to the organization of work. The findings suggest that flexibility and a variety of strategies to involve all employees are important aspects, if interventions are to fit well with the care sector. The focus on employees' conceptualization of a “good” work day may be useful for intervention research in other sectors. PMID:26380356

Managing manifest diseases, but not health risks, saved PepsiCo money over seven years.

PubMed

Caloyeras, John P; Liu, Hangsheng; Exum, Ellen; Broderick, Megan; Mattke, Soeren

2014-01-01

Workplace wellness programs are increasingly popular. Employers expect them to improve employee health and well-being, lower medical costs, increase productivity, and reduce absenteeism. To test whether such expectations are warranted, we evaluated the cost impact of the lifestyle and disease management components of PepsiCo's wellness program, Healthy Living. We found that seven years of continuous participation in one or both components was associated with an average reduction of $30 in health care cost per member per month. When we looked at each component individually, we found that the disease management component was associated with lower costs and that the lifestyle management component was not. We estimate disease management to reduce health care costs by $136 per member per month, driven by a 29 percent reduction in hospital admissions. Workplace wellness programs may reduce health risks, delay or avoid the onset of chronic diseases, and lower health care costs for employees with manifest chronic disease. But employers and policy makers should not take for granted that the lifestyle management component of such programs can reduce health care costs or even lead to net savings.

Characterization of noise in different industrial workstations

NASA Astrophysics Data System (ADS)

Correia, Aldina; Lopes, Miguel; de Almeida, M. Fátima

2017-11-01

The damage caused by noise in workers' health is well known. The European Agency for Safety and Health at Work presented in 2005 a summary of main effects of workplace noise, defining the loss of hearing as the principal effect of noise exposure, however, it can also exacerbate stress and increase the risk of accidents. The problem to be addressed is this work is about noise analysis, performed under the PREVENIR program. The data was collected in industrial workplaces from 280 Portuguese industrial companies distributed by different sectors. The program was implemented between 2005 and 2011. The aim of this work is identify differences of intensity of noise exposure between these industrial sectors in different workplaces, using inference techniques. The existence of significance differences between average levels of Equivalent Sound Level (LAeq,TdB(A)) are verified using ANOVA.

The relationship between employer health insurance characteristics and the provision of employee assistance programs.

PubMed

Zarkin, G A; Garfinkel, S A

1994-01-01

Workplace drug and alcohol abuse imposes substantial costs on employers. In response, employers have implemented a variety of programs to decrease substance abuse in the workplace, including drug testing, health and wellness programs, and employee assistance programs (EAPs). This paper focuses on the relationship between enterprises' organizational and health insurance characteristics and the firms' decisions to provide EAPs. Using data from the 1989 Survey of Health Insurance Plans (SHIP), sponsored by the Health Care Financing Administration (HCFA), we estimated the prevalence of EAPs by selected organizational and health insurance characteristics for those firms that offer health insurance to their workers. In addition, we estimated logistic models of the enterprises' decisions to provide EAPs as functions of the extent of state substance abuse and mental health insurance mandates, state-level demographic variables, and organizational and health insurance characteristics. Our results suggest that state mandates and demographic variables, as well as organizational and health insurance characteristics, are important explanatory variables of enterprises' decisions to provide EAPs.

Impact of a Comprehensive Workplace Hand Hygiene Program on Employer Health Care Insurance Claims and Costs, Absenteeism, and Employee Perceptions and Practices

PubMed Central

Arbogast, James W.; Moore-Schiltz, Laura; Jarvis, William R.; Harpster-Hagen, Amanda; Hughes, Jillian; Parker, Albert

2016-01-01

Objective: The aim of this study was to determine the efficacy of a multimodal hand hygiene intervention program in reducing health care insurance claims for hygiene preventable infections (eg, cold and influenza), absenteeism, and subjective impact on employees. Methods: A 13.5-month prospective, randomized cluster controlled trial was executed with alcohol-based hand sanitizer in strategic workplace locations and personal use (intervention group) and brief hand hygiene education (both groups). Four years of retrospective data were collected for all participants. Results: Hygiene-preventable health care claims were significantly reduced in the intervention group by over 20% (P < 0.05). Absenteeism was positively impacted overall for the intervention group. Employee survey data showed significant improvements in hand hygiene behavior and perception of company concern for employee well-being. Conclusion: Providing a comprehensive, targeted, yet simple to execute hand hygiene program significantly reduced the incidence of health care claims and increased employee workplace satisfaction. PMID:27281645

Impact of a Comprehensive Workplace Hand Hygiene Program on Employer Health Care Insurance Claims and Costs, Absenteeism, and Employee Perceptions and Practices.

PubMed

Arbogast, James W; Moore-Schiltz, Laura; Jarvis, William R; Harpster-Hagen, Amanda; Hughes, Jillian; Parker, Albert

2016-06-01

The aim of this study was to determine the efficacy of a multimodal hand hygiene intervention program in reducing health care insurance claims for hygiene preventable infections (eg, cold and influenza), absenteeism, and subjective impact on employees. A 13.5-month prospective, randomized cluster controlled trial was executed with alcohol-based hand sanitizer in strategic workplace locations and personal use (intervention group) and brief hand hygiene education (both groups). Four years of retrospective data were collected for all participants. Hygiene-preventable health care claims were significantly reduced in the intervention group by over 20% (P < 0.05). Absenteeism was positively impacted overall for the intervention group. Employee survey data showed significant improvements in hand hygiene behavior and perception of company concern for employee well-being. Providing a comprehensive, targeted, yet simple to execute hand hygiene program significantly reduced the incidence of health care claims and increased employee workplace satisfaction.

Workplace violence prevention policies in home health and hospice care agencies.

PubMed

Gross, Nathan; Peek-Asa, Corinne; Nocera, Maryalice; Casteel, Carri

2013-01-31

Workplace violence in the home health industry is a growing concern, but little is known about the content of existing workplace violence prevention programs. The authors present the methods for this study that examined workplace violence prevention programs in a sample of 40 California home health and hospice agencies. Data was collected through surveys that were completed by the branch managers of participating facilities. Programs were scored in six different areas, including general workplace violence prevention components; management commitment and employee involvement; worksite analysis; hazard prevention and control; safety and health training; and recordkeeping and program evaluation. The results and discussion sections consider these six areas and the important gaps that were found in existing programs. For example, although most agencies offered workplace violence training, not every worker performing patient care was required to receive the training. Similarly, not all programs were written or reviewed and updated regularly. Few program differences were observed between agency characteristics, but nonetheless several striking gaps were found.

Violence against health workers in Family Medicine Centers.

PubMed

Al-Turki, Nouf; Afify, Ayman Am; AlAteeq, Mohammed

2016-01-01

Health care violence is a significant worldwide problem with negative consequences on both the safety and well-being of health care workers as well as workplace activities. Reports examining health care violence in Saudi Arabia are limited and the results are conflicting. To estimate the prevalence and determine the demographic and occupational characteristics associated with workplace violence in primary care centers in Riyadh, Saudi Arabia. A cross-sectional study included 270 health care workers in 12 family medicine centers in Riyadh during November and December 2014. A structured self-administered questionnaire was used to estimate the frequency, timing, causes, reactions, and consequences of workplace violence plus participants' demographic and occupational data. A total 123 health care workers (45.6%) experienced some kind of violence over 12 months prior to the study. These included physical (6.5%) and nonphysical violence (99.2%), including verbal violence (94.3%) and intimidation (22.0%). Offenders were patients (71.5%) in the majority of cases, companions (20.3%), or both (3.3%). Almost half (48.0%) of health care workers who experienced violence did nothing, 38.2% actively reported the event, and 13.8% consulted a colleague. A significant association of workplace violence was found with working multiple shifts, evening or night shift, and lack of an encouraging environment to report violence. Workplace violence is still a significant problem in primary care centers. The high frequency of violence together with underreporting may indicate the inefficiency of the current safety program. More safety programs and training activities for health care workers, efficient reporting system, and zero tolerance policies need to be implemented to minimize workplace violence against health workers.

Violence against health workers in Family Medicine Centers

PubMed Central

Al-Turki, Nouf; Afify, Ayman AM; AlAteeq, Mohammed

2016-01-01

Background Health care violence is a significant worldwide problem with negative consequences on both the safety and well-being of health care workers as well as workplace activities. Reports examining health care violence in Saudi Arabia are limited and the results are conflicting. Objective To estimate the prevalence and determine the demographic and occupational characteristics associated with workplace violence in primary care centers in Riyadh, Saudi Arabia. Methods A cross-sectional study included 270 health care workers in 12 family medicine centers in Riyadh during November and December 2014. A structured self-administered questionnaire was used to estimate the frequency, timing, causes, reactions, and consequences of workplace violence plus participants’ demographic and occupational data. Results A total 123 health care workers (45.6%) experienced some kind of violence over 12 months prior to the study. These included physical (6.5%) and nonphysical violence (99.2%), including verbal violence (94.3%) and intimidation (22.0%). Offenders were patients (71.5%) in the majority of cases, companions (20.3%), or both (3.3%). Almost half (48.0%) of health care workers who experienced violence did nothing, 38.2% actively reported the event, and 13.8% consulted a colleague. A significant association of workplace violence was found with working multiple shifts, evening or night shift, and lack of an encouraging environment to report violence. Conclusion Workplace violence is still a significant problem in primary care centers. The high frequency of violence together with underreporting may indicate the inefficiency of the current safety program. More safety programs and training activities for health care workers, efficient reporting system, and zero tolerance policies need to be implemented to minimize workplace violence against health workers. PMID:27330300

Concepts of Literacy: The Role of WELL.

ERIC Educational Resources Information Center

Millar, Pat

The Workplace English Language and Literacy (WELL) program is intended to provide Australian workers with the language, literacy, and numeracy skills needed to meet their current and ongoing employment and training needs. A research methodology based on the principles of naturalistic inquiry was used to examine the extent to which WELL projects…

A Pilot Study of an Online Workplace Nutrition Program: The Value of Participant Input in Program Development

PubMed Central

Cousineau, Tara; Houle, Brian; Bromberg, Jonas; Fernandez, Kathrine C.; Kling, Whitney C.

2008-01-01

Objective Tailored nutrition Web programs constitute an emerging trend in obesity prevention. Initial investment in innovative technology necessitates that the target population be well understood. This pilot study’s purpose was to determine the feasibility of a workplace nutrition Web program. Design Formative research was conducted with gaming industry employees and benefits managers to develop a consensus on workplace-specific nutrition needs. A demonstration Web program was piloted with stakeholders to determine feasibility. Setting Indiana, Mississippi, Nevada, and New Jersey gaming establishments. Participants 86 employees, 18 benefits managers. Intervention Prototype Web program. Main Outcome Measures Concept mapping; 16-item nutrition knowledge test; satisfaction. Analysis Concept mapping was used to aggregate importance ratings on programmatic content, which informed Web program curriculum. Chi-square tests were performed postintervention to determine knowledge improvement. Results (1) Employees and benefits managers exhibited moderate agreement about content priorities for the program (r = 0.48). (2) There was a significant increase in employees’ nutrition knowledge scores postintervention (t = 7.16, df = 36, P < .001); those with less knowledge exhibited the greatest gains in knowledge scores (r = −0.647, P < .001). Conclusions and Implications Employees and benefit managers do not necessarily agree on the priority of nutrition-related content, suggesting a need for programs to appeal to various stakeholders. Computer-based approaches can address various stakeholder health concerns via tailored, customized programming. PMID:18457784

Employee Fitness and Wellness Programs in the Workplace.

ERIC Educational Resources Information Center

Gebhardt, Deborah L.; Crump, Carolyn E.

1990-01-01

Reviews literature on worksite fitness and health promotion programs. Examines their impact on employees and the sponsoring organization. Discusses beneficial effects such as increased fitness, and reduction in health care costs, risk factors of heart disease, absenteeism, and turnover. Addresses issues related to participation rates, program…

Participatory Workplace Wellness Programs: Reward, Penalty, and Regulatory Conflict

PubMed Central

Pomeranz, Jennifer L

2015-01-01

Context In keeping with the Patient Protection and Affordable Care Act, Congress revised the law related to workplace wellness programs. In June 2013, the Departments of Treasury, Labor, and Health and Human Services passed the final regulations, updating their 2006 regulatory framework. Participatory programs that reward the completion of a health risk assessment are now the most common type of wellness program in the United States. However, legal and ethical concerns emerge when employers utilize incentives that raise questions about the voluntariness of such programs. At issue is that under the Americans with Disabilities Act (ADA) of 1990, employers cannot require health-related inquiries and exams. Methods To analyze the current interpretation of the ADA, I conducted research on both LexisNexis and federal agency websites. The resulting article evaluates the differences in the language of Congress's enabling legislation and the federal departments’ regulations and how they may conflict with the ADA. It also reviews the federal government's authority to address both the legal conflict and ethical concerns related to nonvoluntary participatory programs. Findings Employers’ practices and the federal departments’ regulations conflict with the current interpretation of the ADA by permitting employers to penalize employees who do not complete a health risk assessment. The departments’ regulations may be interpreted as conflicting with Congress's legislation, which mentions penalties only for health-contingent wellness programs. Furthermore, the regulatory protections for employees applicable to health-contingent wellness programs do not apply to participatory programs. Conclusions Either Congress or the federal agencies should address the conflict among employers’ practices, the wellness regulations, and the ADA and also consider additional protections for employees. Employers can avoid ethical and legal complications by offering voluntary programs with positive incentives. PMID:26044631

10 CFR 707.5 - Submission, approval, and implementation of a baseline workplace substance abuse program.

Code of Federal Regulations, 2012 CFR

2012-01-01

... workplace substance abuse program. 707.5 Section 707.5 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE... substance abuse program. (a) Each contractor subject to this part shall develop a written program consistent... employees concerning problems of substance abuse, including illegal drug use, and the availability of...

10 CFR 707.5 - Submission, approval, and implementation of a baseline workplace substance abuse program.

Code of Federal Regulations, 2013 CFR

2013-01-01

... workplace substance abuse program. 707.5 Section 707.5 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE... substance abuse program. (a) Each contractor subject to this part shall develop a written program consistent... employees concerning problems of substance abuse, including illegal drug use, and the availability of...

10 CFR 707.5 - Submission, approval, and implementation of a baseline workplace substance abuse program.

Code of Federal Regulations, 2014 CFR

2014-01-01

... workplace substance abuse program. 707.5 Section 707.5 Energy DEPARTMENT OF ENERGY WORKPLACE SUBSTANCE ABUSE... substance abuse program. (a) Each contractor subject to this part shall develop a written program consistent... employees concerning problems of substance abuse, including illegal drug use, and the availability of...

The BeUpstanding Program™: Scaling up the Stand Up Australia Workplace Intervention for Translation into Practice

PubMed Central

Healy, Genevieve N; Goode, Ana; Schultz, Diane; Lee, Donna; Leahy, Bell; Dunstan, David W; Gilson, Nicholas D; Eakin, Elizabeth G

2016-01-01

Context and purpose Too much sitting is now recognised as a common risk factor for several health outcomes, with the workplace identified as a key setting in which to address prolonged sitting time. The Stand Up Australia intervention was designed to reduce prolonged sitting in the workplace by addressing influences at multiple-levels, including the organisation, the environment, and the individual. Intervention success has been achieved within the context of randomised controlled trials, where research staff deliver several of the key intervention components. This study describes the initial step in the multi-phase process of scaling up the Stand Up Australia intervention for workplace translation. Methods A research-government partnership was critical in funding and informing the prototype for the scaled up BeUpstanding program™. Evidence, protocols and materials from Stand Up Australia were adapted in collaboration with funding partner Workplace Health and Safety Queensland to ensure consistency and compatibility with existing government frameworks and resources. In recognition of the key role of workplace champions in facilitating workplace health promotion programs, the BeUpstanding program™ is designed to be delivered through a stand-alone, free, website-based toolkit using a ‘train the champion’ approach. Key findings and significance The BeUpstanding program™ was influenced by the increasing recognition of prolonged sitting as an emerging health issue as well as industry demand. The research-government partnership was critical in informing and resourcing the development of the scaled-up program. PMID:29546167

Workplace exercise for changing health behavior related to physical activity.

PubMed

Grande, Antonio José; Cieslak, Fabrício; Silva, Valter

2015-01-01

Physical Activity in the workplace has received special attention from researchers who are looking to promote lifelong health and well-being. The workplace is being investigated as a possible place to assess and create strategies to help people to become healthier. The transtheoretical model and stages of change has been adapted as a tool to assess the stages of behavioral change towards exercising. To assess the change in health behavior following a three-month exercise program based in the workplace. A quasi-experimental study design was used in which 165 employees participated in the study. An intervention program of workplace exercise was applied for three months. Participants were assessed through the transtheoretical model and stages of change questionnaire before and after intervention to understand changes in their position on the behavioral change continuum. The number of employees who were physically active increased after the workplace exercise intervention (13.9% , 95% CI 9.5 to 20.1; P = 0.009). There was a significant decrease in the proportion of employees in the pre-contemplation stage (-6.1% , 95% CI 3.3 to 10.8; P = 0.045) and contemplation stage (-11.5% , 95% CI 7.5 to 17.3; P = 0.017), and a significant increase in the action stage (10.9% , 95% CI 7.0 to 16.6; P = 0.003). Engaging in workplace exercise has a significant positive effect on health behavior and willingness to become more physically active.

Beyond Work-Family Programs: Confronting and Resolving the Underlying Causes of Work-Personal Life Conflict.

ERIC Educational Resources Information Center

Kofodimos, Joan R.

Work-Family Programs (WFPs) are among the most popular and publicized workplace innovations of the 1990s. These programs are intended to alleviate employees' work-personal conflicts by addressing issues such as child care assistance, parental leave, elder care, flexible working arrangements, wellness and fitness, and stress management. The problem…

BEST (Better Educational Skills Training). Final Report.

ERIC Educational Resources Information Center

Vermont Adult Learning, Rutland.

This document contains a final report, evaluation report, and materials from the Better Educational Skills Training (BEST) workplace literacy program in Vermont. The seven-page final report describes program components: (1) expanding and institutionalizing the workplace literacy program developed through two previous national workplace literacy…

Tensions of Health: Narratives of Employee Wellness Program Participants.

PubMed

Tang, Lu; Baker, Jane S; Meadows, Cui Zhang

2016-09-01

This article examines dialectical tensions in the health narratives of participants of the Employee Wellness Program (EWP) of a large public university in the southeastern United States. Semi-structured interviews (n = 12) with team leaders in the program indicated that health is a multifaceted concept characterized by three pairs of dialectical tensions: autonomy versus connection, private versus public, and control versus lack of control. These findings suggest that to better promote health and wellness in the workplace, EWP staff should consider employees' unique experiences and beliefs about health when designing organization-wide programs and campaigns. © 2016 The Author(s).

Upgrading Basic Skills for the Workplace.

ERIC Educational Resources Information Center

Askov, Eunice N.; And Others

Intended for trainers of literacy providers and practitioners in the field, this manual explains how to develop a workplace literacy program and market it to employers. Chapter 1 provides an overview and history of workplace literacy and recommends improvements in literacy services. Chapter 2 examines approaches to developing workplace programs,…

The Northeast Texas Adult Education Rural Workplace Literacy Program. Annual Performance Report.

ERIC Educational Resources Information Center

Barker, Sue; Burns, Kathryn; Bowers, Jana; Pruitt, Jeanni; Pate, Sally

The Northeast Texas Adult Education Rural Education Workplace Literacy Program, which is a partnership between Northeast Texas Community College and area businesses, offers workplace literacy instruction designed around job-specific basic skills. Training is offered in the following: applied workplace technology; applied math skills; measurements…

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 5 2013-10-01 2013-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 5 2012-10-01 2012-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 5 2014-10-01 2014-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

48 CFR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 48 Federal Acquisition Regulations System 5 2011-10-01 2011-10-01 false Workplace Substance Abuse... and Contract Clauses for Management and Operating Contracts 970.5223-4 Workplace Substance Abuse... 10 CFR part 707, Workplace Substance Abuse Programs at DOE Sites, incorporated herein by reference...

Do we have the training? The ethics of workplace drug testing and the GP.

PubMed

Evans, Alan; Thornett, Andrew

2003-08-01

Workplace drug testing has been in place in Australia since the early 1990s. In some industries it is required by legislation, while in others, employers have introduced it as an apparent cost effective way of improving productivity, safety and the health of its workforce while reducing absenteeism, accident rates and even deaths. There are national standards in place for workplace drug testing regarding specimen collection and testing, and well documented processes to follow in establishing a drug screening program within a workforce. This article explores the ethics of workplace drug testing and questions the assumed rights and obligations of employer, employee and the clinician involved in occupational medicine. It is questionable whether most general practitioners have the appropriate training to deal with these ethical issues comprehensively.

Kodak Skills Enhancement Program. U.S. Department of Education National Workplace Literacy Project. Final Report.

ERIC Educational Resources Information Center

Beaudin, Bart P.

The Kodak Skills Enhancement program was a workplace literacy project funded through the U.S. Department of Education's National Workplace Literacy Program. The project goals were as follows: (1) establish a positive climate within the Kodak corporate environment to ensure program effectiveness by garnering support at all levels; (2) determine the…

Disability Diversity Training in the Workplace: Systematic Review and Future Directions.

PubMed

Phillips, Brian N; Deiches, Jon; Morrison, Blaise; Chan, Fong; Bezyak, Jill L

2016-09-01

Purpose Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities. Methods Five databases were searched for peer-reviewed studies of disability diversity training interventions provided within the workplace. Studies identified for inclusion were assessed for quality of methodology. Results Of the total of 1322 articles identified by the search, three studies met the criteria for inclusion. Two of the three articles focused specifically on training to improve outcomes related to workplace injuries among existing employees. The other study provided an initial test of a more general disability diversity training program. Conclusions There is currently a lack of empirically validated diversity training programs that focus specifically on disability. A number of disability diversity trainings and resources exist, but none have been well researched. Related literature on diversity training and disability awareness suggests the possibility for enhancing diversity training practices through training design, content, participant, and outcomes considerations. By integrating best practices in workplace diversity training with existing disability training resources, practitioners and researchers may be able to design effective disability diversity training programs.

A National Policy for Workplace Training. Lessons from State and Local Experiments.

ERIC Educational Resources Information Center

Batt, Rosemary; Osterman, Paul

Selected state and local experiments in developing/supporting workplace-centered training programs were analyzed to identify issues relevant to developing a national policy for workplace training. Intensive case studies of state economic development/training programs in California and Illinois and the employment and training programs provided by…

75 FR 22809 - Mandatory Guidelines for Federal Workplace Drug Testing Programs

Federal Register 2010, 2011, 2012, 2013, 2014

2010-04-30

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Mandatory Guidelines for Federal Workplace Drug Testing... for Federal Workplace Drug Testing Programs (Mandatory Guidelines) from May 1, 2010, to October 1... drug testing programs as soon as possible that they will not be expected to implement the revisions to...

Act Healthy: promoting health behaviors and self-efficacy in the workplace.

PubMed

Schopp, Laura H; Bike, Denise H; Clark, Mary J; Minor, Marian A

2015-08-01

Chronic health conditions and multiple health risk factors afflict Americans and burden employers, but effective, affordable, workplace-based health promotion interventions have not been widely implemented. This is the first study to adapt the empirically validated Chronic Disease Self-Management Program for a general employee population in a workplace setting with an emphasis on disease prevention and health promotion. A quasi-experimental, wellness standard of care comparison, prospective cohort design was used among employee participants at a large University employer. Ninety-one individuals participated in the program. Participants reported significantly increased health behavior frequency and self-efficacy after the intervention, compared with their pre-intervention scores, and improvements were sustained at 3-month follow-up [self-rated abilities for health practices scale (SRA): F = 30.89, P < 0.001; health promoting lifestyle profile-II (HPLP-II): F = 36.30 P < 0.001]. Individuals in the intervention group reported improved self-efficacy and health behaviors compared with the wellness standard of care comparison group at post intervention (SRA: F = 12.45, P < 0.001; HPLP-II: F = 25.28, P < 0.001). Adapting lay-facilitated self-management for the workplace offers promise as a replicable, scalable, affordable model for culture change in organizations. © The Author 2015. Published by Oxford University Press. All rights reserved. For permissions, please email: journals.permissions@oup.com.

The Economic Payoffs to Workplace Literacy. Upjohn Institute Staff Working Paper 93-21.

ERIC Educational Resources Information Center

Hollenbeck, Kevin

Although a substantial literature has addressed workplace literacy programs, only two studies have attempted to evaluate rigorously the economic benefits to workplace education. A multivariate model has been suggested that provides evidence about the productivity impacts of participation in a workplace literacy program. The data used in this paper…

Workplace Learning: Reports of Change from Supervisors and Learners.

ERIC Educational Resources Information Center

Gershwin, Mary Crabbe

1996-01-01

The Colorado workplace program completed an open-ended program evaluation that examined the following: how people involved in workplace learning change, what the shape of that change is, and what impact that change may have. It explored the perspectives of two groups closely involved in the workplace learning process: participants and their…

A multilevel health promotion intervention in minority-owned workplaces

PubMed Central

Bowen, Deborah J.; Briant, Katherine J.; Harris, Jeffrey; Hannon, Peggy; Buchwald, Dedra

2015-01-01

Introduction Changing health behaviors and health-related environments is important in reducing chronic disease. Minority workplaces are potential venues to provide regular, effective health promotion opportunities to underserved individuals. The purpose of this study was to test the feasibility of changing workplace policy, programs, and practices in minority-owned workplaces. Methods Four minority Native American-owned businesses were recruited to participate in this study. The intervention was a set of recommended standards and guidelines gleaned from the US Preventive Task Force and The Community Guide relevant to workplaces. Each workplace selected between 4 and 6 target areas to improve over the year-long intervention period. The evaluation tool was a semi-structured survey conducted at baseline and at one-year follow-up, with workplace staff responsible for benefits and services to employees. Feasibility was evaluated by assessing the likelihood that the workplaces implemented health promotion activities in the year-long intervention. Results Several practices and policies changed significantly during the intervention in the four workplaces, including coverage for nicotine replacement therapy (NRT), elimination of out of pocket costs for screening and tobacco cessation, accountability systems for providers, posted stair use, cessation line availability that included NRT, offering weight loss programs, offering physical activity programs, and conducting targeted communication programs about health promotion. Other practices and polices changed in the expected direction, but were not significant. Conclusion Changing workplace programs, practices, and policies is feasible in minority workplaces, with support and tools provided by outside organizations. These findings could drive a full-scale test of the intervention in minority businesses in order to improve the health of disadvantaged workers. PMID:26693135

Implementation of a tobacco-free workplace program at a local mental health authority.

PubMed

Correa-Fernández, Virmarie; Wilson, William T; Shedrick, Deborah A; Kyburz, Bryce; L Samaha, Hannah; Stacey, Timothy; Williams, Teresa; Lam, Cho Y; Reitzel, Lorraine R

2017-06-01

Tobacco-free workplace policies that incorporate evidence-based practices can increase the reach and effectiveness of tobacco dependence treatment among underserved populations but may be underutilized due to limited knowledge about implementation processes. This paper describes the implementation of a comprehensive tobacco-free workplace program at a behavioral healthcare community center in Texas. The center participated in a tobacco-free workplace program implementation project that provided guidance and resources and allowed center autonomy in implementation. Six employee-based subcommittees guided implementation of program components including consumer and staff surveys, policy development, signage, tobacco use assessments, communication, and nicotine replacement distribution. Timeline development, successes, challenges, lessons learned, and sustainability initiatives are delineated. Concerns about the tobacco-free workplace policy from the center's staff and consumers were gradually replaced by strong support for the initiative. Program success was enabled by consistent support from the center's leadership, publicity of program efforts, and educational campaigns. The center surpassed the program expectations when it adopted a tobacco-free hiring policy, which was not an initial program goal. This center's path to a tobacco-free workplace provides an implementation and sustainability model for other behavioral health community centers and other organizations to become tobacco free.

Walking the Talk: Fit WIC Wellness Programs Improve Self-Efficacy in Pediatric Obesity Prevention Counseling

PubMed Central

Crawford, Patricia B.; Gosliner, Wendi; Strode, Poppy; Samuels, Sarah E.; Burnett, Claudia; Craypo, Lisa; Yancey, Antronette K.

2004-01-01

Six sites of the California Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) participated in a staff wellness pilot intervention designed to improve staff self-efficacy in counseling WIC clients about childhood overweight. A pre-post test design with intervention and control groups was used; outcome measures included staff perceptions of the intervention’s effects on the workplace environment, their personal habits and health beliefs, and their counseling self-efficacy. Intervention site staff were more likely to report that the workplace environment supported their efforts to make healthy food choices (P < .001), be physically active (P < .01), make positive changes in counseling parents about their children’s weight (P < .01), and feel more comfortable in encouraging WIC clients to do physical activities with their children (P < .05). PMID:15333298

Barriers to Engagement in a Workplace Weight Management Program: A Qualitative Study.

PubMed

Clancy, Shayna M; Stroo, Marissa; Schoenfisch, Ashley; Dabrera, Thushani; Østbye, Truls

2018-03-01

To investigate (1) why some participants in a workplace weight management program were more engaged in the program, (2) specific barriers and facilitators for engagement and weight loss, and (3) suggest how workplaces may better engage employees in these programs to improve their effectiveness. Qualitative study (8 focus groups). A large academic university and medical system. Twenty-six (5%) of the 550 employees who participated in a weight management program as part of the Steps to Health study. A trained moderator guided the audio-recorded focus groups. Transcripts were analyzed using the directed content analysis approach. Participants faced numerous barriers to engagement in workplace weight management programs, both within and outside the workplace. Participants viewed the coaches positively and reported that the coaches had a strong influence on their engagement in the program. Participants suggested increased frequency and variety of contact by coaches, on-site group exercise classes, and tailored educational materials. Workplace weight management programs may be improved by being more flexible around participants' schedules and changing needs, by increasing access to affordable, convenient exercise facilities, and by implementing institutional changes that encourage healthy eating and physical activity during the workday. Employers should measure program engagement and solicit participant feedback to ensure that the programs are appropriate and delivered in an optimal manner.

Health promotion program: a resident well-being study.

PubMed

Watson, David T; Long, William J; Yen, David; Pichora, David R

2009-01-01

Surgical training places unique stresses on residents that can lead to decreased levels of presenteeism. We hypothesized that presenteeism levels could be positively influenced by improving workplace hygiene. a cohort of surgical residents was asked to complete the Stanford Presenteeism Scale: Health Status and Employee Productivity (SPS-6) questionnaire before, and one year after the implementation of a workplace health promotion program. Twenty-six of thirty-three residents responded to the initial survey and reported a mean SPS-6 score of 17.3 +/- 4.5, well below population normative value of 24 +/- 3 (p < 0.0001). At one-year post intervention 25 of 32 residents responded, reporting a mean SPS-6 score of 18.3+/- 4.6. The mean SPS-6 score improved by 1.2+/- 3.8 (p = 0.35). Subgroup analysis showed a trend toward improved SPS-6 in those who participated in the health promotion program (p = 0.15) and a significant difference when junior residents were compared to seniors (p = 0.034). Overall, results were limited by our small sample size. Presenteeism scores for surgical residents at our institution are well below population values. Use of validated tools such as the SPS-6 may allow for more objective analysis and decision making when planning for resident education and workload. PRESENTEEISM: the ability while on the job to produce quality work at maximum productivity. DECREASED PRESENTEEISM: a state of decreased productivity and below-normal work quality related to health/workplace distracters.

Management of return-to-work programs for workers with musculoskeletal disorders: a qualitative study in three Canadian provinces.

PubMed

Baril, R; Clarke, J; Friesen, M; Stock, S; Cole, D

2003-12-01

In this qualitative research project, researchers in three Canadian provinces explored the perceptions of many different actors involved in return-to-work (RTW) programs for injured workers, studying their views on successful RTW strategies and barriers to/facilitators of the RTW process, then analyzing the underlying dynamics driving their different experiences. Each research team recruited actors in a variety of different workplaces and key informants in the RTW system, and used a combination of in-depth, semi-structured interviews and focus groups to collect data, which were coded using an open coding system. Analysis took a social constructionist perspective. The roles and mandates of the different groups of actors (injured workers; other workplace actors; actors outside the workplace), while sometimes complementary, could also differ, leading to tension and conflict. Characteristics of injured workers described as influencing RTW success included personal and sociodemographic factors, beliefs and attitudes, and motivation. Human resources managers and health care professionals tended to attribute workers' motivation to their individual characteristics, whereas injured workers, worker representatives and health and safety managers described workplace culture and the degree to which workers' well-being was considered as having a strong influence on workers' motivation. Some supervisors experienced role conflict when responsible for both production quotas and RTW programs, but difficulties were alleviated by innovations such as consideration of RTW program responsibilities in the determination of production quotas and in performance evaluations. RTW program success seemed related to labor-management relations and top management commitment to Health and Safety. Non-workplace issues included confusion stemming from the compensation system itself, communication difficulties with some treating physicians, and role conflict on the part of physicians wishing to advocate for patients whose problems were non-compensable. Several common themes emerged from the experiences related by the wide range of actors including the importance of trust, respect, communication and labor relations in the failure or success of RTW programs for injured workers.

The Healthy Workplace Project: results of a hygiene-based approach to employee wellness.

PubMed

Thompson, Sanna J; Rew, Lynn

2015-01-01

An employee wellness program was evaluated to assess changes in germ transmission, absenteeism, and cost of infection-related illness among office-based employees. One-group pretest-posttest design, with intervention delivered for 90 days and measurement conducted over 1 year. Employees of a large office space in Georgia. One thousand six hundred forty-five employees. The Healthy Workplace Project is a 90-day wellness program aimed to increase health and productivity of employees through educational and engagement activities focusing on improving awareness, recognizing infection-related illnesses, and reducing the spread of germs in the workplace. Three types of data were collected: (1) bacterial audits through use of adenosine triphosphate monitoring of various work spaces; (2) self-report absenteeism data using the World Health Organization's Health and Work Performance Questionnaire; and (3) participant employees' medical claims/costs of infection-related minor illnesses. Frequencies and bacterial audit data; Wilcoxon signed ranks tests to determine changes in rates on absenteeism and health care costs. Bacterial audits demonstrated a reduction in contamination levels of 33% across all measured spaces. Absenteeism rates were reduced by 13%. Medical service utilization costs were not significantly reduced for individual employees over the project year. Educational strategies and individual monitoring of germ transmission appears effective in improving employees' health and decreasing absenteeism.

Strategies for Worksite Health Interventions to Employees with Elevated Risk of Chronic Diseases.

PubMed

Meng, Lu; Wolff, Marilyn B; Mattick, Kelly A; DeJoy, David M; Wilson, Mark G; Smith, Matthew Lee

2017-06-01

Chronic disease rates have become more prevalent in the modern American workforce, which has negative implications for workplace productivity and healthcare costs. Offering workplace health interventions is recognized as an effective strategy to reduce chronic disease progression, absenteeism, and healthcare costs as well as improve population health. This review documents intervention and evaluation strategies used for health promotion programs delivered in workplaces. Using predetermined search terms in five online databases, we identified 1,131 published items from 1995 to 2014. Of these items, 27 peer-reviewed articles met the inclusion criteria; reporting data from completed United States-based workplace interventions that recruited at-risk employees based on their disease or disease-related risk factors. A content rubric was developed and used to catalogue these 27 published field studies. Selected workplace interventions targeted obesity ( n   =  13), cardiovascular diseases ( n   =  8), and diabetes ( n   =  6). Intervention strategies included instructional education/counseling ( n   =  20), workplace environmental change ( n   =  6), physical activity ( n   =  10), use of technology ( n   =  10), and incentives ( n   =  13). Self-reported data ( n   =  21), anthropometric measurements ( n   =  17), and laboratory tests ( n   =  14) were used most often in studies with outcome evaluation. This is the first literature review to focus on interventions for employees with elevated risk for chronic diseases. The review has the potential to inform future workplace health interventions by presenting strategies related to implementation and evaluation strategies in workplace settings. These strategies can help determine optimal worksite health programs based on the unique characteristics of work settings and the health risk factors of their employee populations.

Opportunities Lost and Lessons Learned: Inside a Workplace Literacy Program.

ERIC Educational Resources Information Center

Kalman, Judy; Fraser, Kay Losey

This paper is a description of a union-sponsored workplace literacy program conducted in a large metropolitan hospital. The section following the introduction presents the research methodology, including data collection and data analysis procedures. The section entitled "The Making of a Workplace Literacy Program" looks at the planning stages of…

Literacy and Workplace Change: Evaluation Findings from Eighteen Workplace Literacy Programs

ERIC Educational Resources Information Center

Benseman, John

2012-01-01

Many Western governments are looking to workplace literacy, language, and numeracy programs to address general skill improvement with a longterm aim of improving labor productivity. Rigorous research on these programs' effectiveness for both of these agendas, however, remains sparse and limited in scope. This article reports the findings of an…

The Story of S.U.C.C.E.S.S. A Model Workplace Literacy Program.

ERIC Educational Resources Information Center

Li, Anita K. S.; Marn, Stephanie

Sheraton's Unified Commitment Concerning Employee's Self-Success (SUCCESS) Program is a workplace literacy partnership between ITT Sheraton Hotels in Hawaii and the University of Hawaii-Manoa, College of Education. The program provides workplace literacy skills training to employees of the four participating Sheraton Hotels in Hawaii. The SUCCESS…

Workplace disaster preparedness and response: the employee assistance program continuum of services.

PubMed

Paul, Jan; Blum, Dorothy

2005-01-01

Response programs for workplace critical and traumatic events are becoming an acknowledged and sought after standard of care. The current trauma literature recognizes what goes on in the workplace between the Employee Assistance Program (EAP) and management. The authors have taken this intra-organizational relationship, assimilated the information, and developed a model that recognizes and supports management throughout the continuum of response to workplace traumatic events. The model recognizes the EAP as an important workplace resource and tool in management's ability to strike the balance of managing the workforce while assisting in recovery following workplace trauma. The introduced concept defines the continuum and highlights the before, during, and after phases, showing how EAP supports management in most effectively doing their job.

Workplace bullying: the effectiveness of a workplace program.

PubMed

Stagg, Sharon J; Sheridan, Daniel J; Jones, Ruth A; Speroni, Karen Gabel

2013-08-01

Workplace bullying can not only cost thousands of dollars to replace an affected nurse, but also have detrimental economic effects on health care organizations. Occupational health nurses can provide leadership in preventing or eliminating workplace bullying. This pilot study determined that attendance at a cognitive rehearsal program decreased workplace bullying. The study used an Internet-based survey administered 6 months after nurses completed the 2-hour cognitive rehearsal program. Half of the nurses reported witnessing bullying behaviors since attending the program; 70% of the nurses reported changing their own behaviors following the course; and 40% of the nurses reported a decrease in bullying behaviors during the past 6 months. Although 70% of the nurses believed they could intervene in bullying situations, only 16% reported they responded to bullying at the time of occurrence. This study illuminates the need to continue searching for other effective methods to prevent and manage workplace bullying. Copyright 2013, SLACK Incorporated.

A Recipe for Success OSHA VPP and Wellness

NASA Technical Reports Server (NTRS)

Keprta, Sean

2010-01-01

This slide presentation reviews the Voluntary Protection Program (VPP) which is a program to promote effective worksite-based safety and health. In the VPP, management, labor, and OSHA establish cooperative relationships at workplaces that have implemented a comprehensive safety and health management system. The history of JSC's Total Health program and the movement from the Safety and Total Health program and the efforts to become certified by OSHA is reviewed.

Cancer Prevention Programs in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Eriksen, Michael P.

When employees develop cancer, businesses bear not only the direct medical costs of the disease, but also the indirect costs associated with lost work time, disability payments, loss of a trained employee, and retraining. Research has confirmed that aggressive prevention and screening programs can be, and indeed are, effective in limiting the…

Employee assistance programs.

PubMed

Austin, R L

1987-10-01

The substance abuser brings his problems to the workplace. Ninety-five percent or more of all individuals experiencing alcohol-or drug-related problems are either employed or the spouse or dependent of someone who is working. It is clear we are facing a problem which transcends the boundaries of the workplace. The result in the workplace, of course, is increased costs, lower productivity, more accidents on the job, but most importantly additional suffering for the individuals involved. It is important to remember that neither GM, the UAW, nor the IUE can be expected to accept responsibility for those individuals who have the ability to control their own "wellness" and productivity. Any joint union-management substance abuse program can only be a catalyst to help individuals confront their problems. Along with the other groups and institutions concerned with these problems, GM, in cooperation with the UAW, IUE, and the other unions that represent our employees, is trying to help individuals with addictive diseases confront and obtain treatment for their problems. We believe our programs are moving in the right direction and will continue to make progress.

Approaches used by employee assistance programs to address perpetration of intimate partner violence.

PubMed

Walters, Jennifer L Hardison; Pollack, Keshia M; Clinton-Sherrod, Monique; Lindquist, Christine H; McKay, Tasseli; Lasater, Beth M

2012-01-01

Employee Assistance Programs (EAPs) are workplace resources available to employees with problems impacting work performance. EAPs are well-positioned to address intimate partner violence (IPV), a major public health problem with workplace impacts. A purposeful sample of 28 EAPs across the United States was surveyed to identify policies and programs to address IPV, including perpetration. Most EAPs did not report having standardized approaches for addressing IPV perpetration. EAPs also described significant barriers to identifying IPV perpetrators, with the majority relying on self-disclosure on the part of the perpetrator when contacting the EAP. These results suggest that many EAPs--even when interacting with employees who present with issues known to correlate with IPV--are missing a potential opportunity to assess and intervene with IPV perpetrators.

Wisconsin Workplace Partnership Training Program (National Workplace Literacy Program). June 1, 1992-December 31, 1993. Final Report.

ERIC Educational Resources Information Center

Wisconsin State Board of Vocational, Technical and Adult Education, Madison. Wisconsin Technical Coll. System.

The Wisconsin Workplace Partnership Training Program involved the state's technical college system board, state chapter of the AFL-CIO, Wisconsin Manufacturers and Commerce, and Madison Center on Education and Work. The state-level education-labor-management partnership was mirrored at the local level in 28 worksite education centers. Instruction…

Access to health programs at the workplace and the reduction of work presenteeism: a population-based cross-sectional study.

PubMed

Bustillos, Arnaldo Sanchez; Trigoso, Oswaldo Ortiz

2013-11-01

To examine access to health programs at workplace as a determinant of presenteeism among adults. Data source was a subsample of the 2009-2010 Canadian Community Health Survey. The outcome was self-reported reduced activities at work (presenteeism). The explanatory variable was self-reported access to a health program at workplace. Logistic regression was used to measure the association between outcome and explanatory variables adjusting for potential confounders. Adjusting for sex, age, education, income, work stress, and chronic conditions, presenteeism was not associated with having access to a health program at workplace (adjusted odds ratio, 1.23; 95% confidence interval, 0.91 to 1.65). The odds of presenteeism were higher in workers who reported high work stress and those with chronic medical conditions. This study found that access to health programs at workplace is not significantly associated with a decline in presenteeism.

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

48 CFR 923.101 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 923.101 Federal Acquisition Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Sustainable Acquisition 923.101 Policy. The Department has promoted energy efficient products as well as...

Workplace Literacy: A Resource Book.

ERIC Educational Resources Information Center

Guglielmino, Lucy Madsen; Byran, Valerie C.

This resource book provides information on developing a workplace literacy program, descriptions of Florida Workplace Literacy Programs, and an annotated bibliography of resources. An introduction discusses the problem of basic skills deficiencies, projections that indicate the problem will increase, the Florida context, and benefits realized when…

Doing masculinity, not doing health? A qualitative study among Dutch male employees about health beliefs and workplace physical activity.

PubMed

Verdonk, Petra; Seesing, Hannes; de Rijk, Angelique

2010-11-19

Being female is a strong predictor of health promoting behaviours. Workplaces show great potential for lifestyle interventions, but such interventions do not necessarily take the gendered background of lifestyle behaviours into account. A perspective analyzing how masculine gender norms affect health promoting behaviours is important. This study aims to explore men's health beliefs and attitudes towards health promotion; in particular, it explores workplace physical activity in relation to masculine ideals among male employees. In the Fall of 2008, we interviewed 13 white Dutch male employees aged 23-56 years. The men worked in a wide range of professions and occupational sectors and all interviewees had been offered a workplace physical activity program. Interviews lasted approximately one to one-and-a-half hour and addressed beliefs about health and lifestyle behaviours including workplace physical activity, as well as normative beliefs about masculinity. Thematic analysis was used to analyze the data. Two normative themes were found: first, the ideal man is equated with being a winner and real men are prepared to compete, and second, real men are not whiners and ideally, not vulnerable. Workplace physical activity is associated with a particular type of masculinity - young, occupied with looks, and interested in muscle building. Masculine norms are related to challenging health while taking care of health is feminine and, hence, something to avoid. Workplace physical activity is not framed as a health measure, and not mentioned as of importance to the work role. Competitiveness and nonchalant attitudes towards health shape masculine ideals. In regards to workplace physical activity, some men resist what they perceive to be an emphasis on muscled looks, whereas for others it contributes to looking self-confident. In order to establish a greater reach among vulnerable employees such as ageing men, worksite health promotion programs including workplace physical activity may benefit from greater insight in the tensions between health behaviours and masculinity.

Opinions of Polish occupational medicine physicians on workplace health promotion.

PubMed

Puchalski, Krzysztof; Korzeniowska, Elzbieta; Pyzalski, Jacek; Wojtaszczyk, Patrycja

2005-01-01

According to the current Polish legislation on occupational health services, occupational medicine physicians should perform workplace health promotion (WHP) activities as a part of their professional work. The concept of workplace health promotion or health promotion programs, however, has not been defined in this legislation in any way. Therefore, two essential questions arise. First, what is the physicians' attitude towards workplace health issues and second, what is actually carried out under the label of health promotion? The main objective of the research described in this paper was to answer these questions. The survey was carried out by the National Center for Workplace Health Promotion in 2002. A questionnaire prepared by the Center for the purpose of this survey was sent to a random sample of occupational medicine physicians. The results of the survey showed that 53% of occupational medicine physicians consider WHP just as a new name for prophylactics. On the other hand almost all of the respondents (94%) agree that occupational medicine physicians should perform WHP activities and find them useful in improving patients' health (78%). The main obstacle for the development of this activity in the perception of physicians is the lack of interest in workplace health promotion among employers (86%). In the modern understanding of workplace health promotion concept this type of intervention includes not only safety measures and health education, but also a profound organizational change that allows employers, employees and social partners to improve wellbeing of people at work. Each of such projects should facilitate changes necessary to create a health promoting workplace. It also needs a skilled leader--well trained and aware of a multidisciplinary dimension of WHP interventions. Occupational medicine specialists should become natural partners of employers and employees. The majority of the occupational medicine physicians, however, are not sufficiently prepared to carry out workplace health promotion programs.

Doing masculinity, not doing health? a qualitative study among dutch male employees about health beliefs and workplace physical activity

PubMed Central

2010-01-01

Background Being female is a strong predictor of health promoting behaviours. Workplaces show great potential for lifestyle interventions, but such interventions do not necessarily take the gendered background of lifestyle behaviours into account. A perspective analyzing how masculine gender norms affect health promoting behaviours is important. This study aims to explore men's health beliefs and attitudes towards health promotion; in particular, it explores workplace physical activity in relation to masculine ideals among male employees. Methods In the Fall of 2008, we interviewed 13 white Dutch male employees aged 23-56 years. The men worked in a wide range of professions and occupational sectors and all interviewees had been offered a workplace physical activity program. Interviews lasted approximately one to one-and-a-half hour and addressed beliefs about health and lifestyle behaviours including workplace physical activity, as well as normative beliefs about masculinity. Thematic analysis was used to analyze the data. Results Two normative themes were found: first, the ideal man is equated with being a winner and real men are prepared to compete, and second, real men are not whiners and ideally, not vulnerable. Workplace physical activity is associated with a particular type of masculinity - young, occupied with looks, and interested in muscle building. Masculine norms are related to challenging health while taking care of health is feminine and, hence, something to avoid. Workplace physical activity is not framed as a health measure, and not mentioned as of importance to the work role. Conclusions Competitiveness and nonchalant attitudes towards health shape masculine ideals. In regards to workplace physical activity, some men resist what they perceive to be an emphasis on muscled looks, whereas for others it contributes to looking self-confident. In order to establish a greater reach among vulnerable employees such as ageing men, worksite health promotion programs including workplace physical activity may benefit from greater insight in the tensions between health behaviours and masculinity. PMID:21092090

Perceived workplace health support is associated with employee productivity.

PubMed

Chen, Lu; Hannon, Peggy A; Laing, Sharon S; Kohn, Marlana J; Clark, Kathleen; Pritchard, Scott; Harris, Jeffrey R

2015-01-01

To examine the relationship between perceived workplace health support and employee productivity. A quantitative cross-sectional study. Washington State agencies. A total of 3528 employees from six state agencies were included in this analysis. Perceived workplace health support was assessed by two questions that queried respondents on how often they felt supported by the workplace for healthy living and physical activity. The Work Productivity and Activity Impairment Questionnaire was used to measure health-related absenteeism and presenteeism in the past 7 days. Multivariate linear regression was used to estimate the mean differences in productivity by levels of perceived health support. Most participants were between 45 and 64 years of age and were predominantly non-Hispanic white. Presenteeism varied significantly by the level of perceived workplace health support, with those who felt least supported having higher presenteeism than those who felt most supported. The difference in presenteeism by perceived workplace support remained significant in models adjusting for sociodemographic and health characteristics (mean difference: 7.1% for support for healthy living, 95% confidence interval: 3.7%, 10.4%; 4.3% for support for physical activity, 95% confidence interval: 1.7%, 6.8%). Absenteeism was not associated with perceived workplace health support. Higher perceived workplace health support is independently associated with higher work productivity. Employers may see productivity benefit from wellness programs through improved perceptions of workplace health support.

48 CFR 970.2305 - Workplace substance abuse programs-management and operating contracts.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 48 Federal Acquisition Regulations System 5 2014-10-01 2014-10-01 false Workplace substance abuse programs-management and operating contracts. 970.2305 Section 970.2305 Federal Acquisition Regulations... Work Place 970.2305 Workplace substance abuse programs—management and operating contracts. ...

48 CFR 970.2305 - Workplace substance abuse programs-management and operating contracts.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 48 Federal Acquisition Regulations System 5 2012-10-01 2012-10-01 false Workplace substance abuse programs-management and operating contracts. 970.2305 Section 970.2305 Federal Acquisition Regulations... Work Place 970.2305 Workplace substance abuse programs—management and operating contracts. ...

48 CFR 970.2305 - Workplace substance abuse programs-management and operating contracts.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 48 Federal Acquisition Regulations System 5 2013-10-01 2013-10-01 false Workplace substance abuse programs-management and operating contracts. 970.2305 Section 970.2305 Federal Acquisition Regulations... Work Place 970.2305 Workplace substance abuse programs—management and operating contracts. ...

48 CFR 970.2305 - Workplace substance abuse programs-management and operating contracts.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Workplace substance abuse programs-management and operating contracts. 970.2305 Section 970.2305 Federal Acquisition Regulations... Work Place 970.2305 Workplace substance abuse programs—management and operating contracts. ...

Workplace Skills Enhancement Project. Final Report.

ERIC Educational Resources Information Center

Seattle-King County Private Industry Council, Seattle, WA.

The Seattle-King County Private Industry Council developed and delivered a workplace literacy program in partnership with the following agencies: Employment Opportunities Center, Refugee Federation Services Center, and Center for Career Alternatives. The program provided significant workplace literacy skills to 325 actual enrollees (266 Asian, 15…

76 FR 74063 - Mandatory Guidelines for Federal Workplace Drug Testing Programs

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-30

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Mandatory Guidelines for Federal Workplace Drug Testing... Federal Workplace Drug Testing Programs (Mandatory Guidelines), effective on October 1, 2010, addresses... for physicians performing a review of Federal employee drug testing results that seek approval by the...

Analysis: AIDS and the private sector. Tolerance at work will soften epidemic's impact.

PubMed

Barese, P

1995-06-01

With a population of only 1.3 million, Botswana relies heavily upon imported skilled labor and management. Officially, all forms of discrimination based upon a citizen's HIV/AIDS status are illegal in Botswana. The government, however, screens all expatriates considered for contractual jobs with the state, and does not employ HIV-seropositive candidates. Recent government efforts to train local people to replace expatriates and diversify and expand the economy by supporting local business and encouraging foreign investment may, however, be seriously jeopardized by the HIV/AIDS epidemic. The development and implementation of prevention and coping strategies, especially at the workplace, have been slow even though AIDS-in-the-Workplace program materials, including videos, posters, brochures, and condoms, are provided free of charge. The lack of a clear understanding by senior management of the legal and financial ramifications of the HIV/AIDS epidemic is one reason for the widespread nonuse by companies of the materials. AIDSCAP in Botswana recently reviewed the activities of four companies which had, however, developed model AIDS-in-the-Workplace programs. Three of the companies chose a peer education model, holding regular formal education sessions as well as informal small group sessions run by peer educators. The peer educators have as much time during their work day as they need to work upon HIV/AIDS activities. The other company has a health department which holds a formal prevention education session for all employees yearly, while clinics in the on-site employee housing complex provide continuous information on women's health, prenatal and infant care as it relates to HIV/AIDS, and negotiating safer sex. Management reports that employees seem to have responded well to the programs, but changing their attitudes toward infected colleagues is proving more difficult. The author notes that managers over time will also have to begin thinking about training, promotion, absenteeism, and benefits as the epidemic progresses. Furthermore, the Debswana Mining Company is attributed with having the best HIV/AIDS workplace program in Botswana.

The impact of a workplace-based weight loss program on work-related outcomes in overweight male shift workers.

PubMed

Morgan, Philip J; Collins, Clare E; Plotnikoff, Ronald C; Cook, Alyce T; Berthon, Bronwyn; Mitchell, Simon; Callister, Robin

2012-02-01

The aim of this study was to evaluate the impact of a workplace-based weight loss program (Workplace POWER [Preventing Obesity Without Eating like a Rabbit]) for male shift workers on a number of work-related outcomes. A total of 110 overweight/obese (body mass index = 25-40) (mean [SD] age = 44.3 [8.6] years; body mass index = 30.5 [3.6]) male employees at Tomago Aluminium (New South Wales, Australia) were randomized to either (i) Workplace POWER program (n = 65) or (ii) a 14-week wait-list control group (n = 45). Men were assessed at baseline and 14-week follow-up for weight, quality of life, sleepiness, productivity at work (presenteeism), absenteeism, and workplace injuries. Retention was 81%. Intention-to-treat analysis using linear mixed models revealed a significant intervention effect for weight, quality of life (mental), presenteeism, absenteeism, and injuries. The Workplace POWER weight loss program improved a number of important work-related outcomes in male shift workers.

Preventing Alcohol and Drug Abuse through Programs at the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Walsh, Diana Chapman; Kelleher, Susan E.

Alcohol and drug abuse have serious physical, psychological, and social consequences, and employees who abuse alcohol and/or drugs ultimately reduce their companies' profits. Employee substance abuse leads to reduced productivity as well as to increased absenteeism, health care and health insurance costs, and liability claims against employers of…

78 FR 2675 - Mandatory Guidelines for Federal Workplace Drug Testing Programs

Federal Register 2010, 2011, 2012, 2013, 2014

2013-01-14

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Mandatory Guidelines for Federal Workplace Drug Testing... Federal Workplace Drug Testing Programs (Mandatory Guidelines), effective on October 1, 2010, addresses... performing a review of Federal employee drug testing results that seek approval by the Secretary must submit...

Fitness in the Workplace: A Corporate Challenge. A Handbook on Employee Programs.

ERIC Educational Resources Information Center

President's Council on Physical Fitness and Sports, Washington, DC.

This handbook on employee fitness program describes the benefits of developing physical recreation programs in the workplace. Descriptions are offered of various successful programs and their impact on employee health and job performance. (JD)

Ohio Workplace Education Resource Guide.

ERIC Educational Resources Information Center

Northwest ABLE Resource Center, Toledo, OH.

This manual is designed for adult basic education programs to use as a resource for workplace education (WE). It begins with a section of introductory materials, including a WE definition, scope of work, and survey results. The next section contains a program profile; director/coordinator profile; instructor profiles; Ohio ABLE workplace site…

Arlington/Alexandria 1990-1991 REEP Workplace Literacy Training Project. Final Evaluation Report.

ERIC Educational Resources Information Center

Peterson, Morris

As part of the National Workplace Literacy Program, the 1990-1991 Arlington Education and Employment Program (REEP) served 333 functionally illiterate limited English proficient (LEP) adults working in Virginia hotels at entry level jobs in housekeeping, food and beverage service, and maintenance. Training in workplace literacy and…

Long Island Workplace Literacy Program. Final Performance Report and Final Evaluation Report.

ERIC Educational Resources Information Center

Silverman, Gene; And Others

The Long Island Workplace Literacy Partnership was established to provide workplace literacy programs for adult workers with inadequate reading, mathematics, communication, English language, and decision-making skills. Four corporations cooperated with the Board of Cooperative Educational Services of Nassau County in the project. The service…

Moving Women from School to Work in Science: Curriculum Demands/adult Identities. And Life Transitions

NASA Astrophysics Data System (ADS)

Eisenhart, Margaret

This article proposes that the organization of some college curriculum programs as well as some workplaces presents special and perhaps unnecessary obstacles to women who might pursue science or engineering. The article begins with a framework for thinking about connections between school and work in various fields. This section reveals important differences in the way college degree programs are organized and in their implications for the transition to work. Some programs, such as in physics, construct a "tight" link between school and work; others, such as in sociology, construct much looser links. The article proceeds by reviewing results of previous ethnographic research about women's actual experiences in college and work. This section suggests that during the period of transition from college to work, women face special cultural demands that interfere with their pursuit of degrees in tight programs. Joining the lessons from the two preceding sections, the argument is made that the tight organization of some college and workplace environments asks more of women than they can give and helps explain why women continue to be under represented in some fields. The argument has testable Implications for the design of curricularprogramsana'workplace environments that might attract more women (and perhaps more minorities and men) to science and engineering.

Suicide in U.S. Workplaces, 2003-2010: a comparison with non-workplace suicides.

PubMed

Tiesman, Hope M; Konda, Srinivas; Hartley, Dan; Chaumont Menéndez, Cammie; Ridenour, Marilyn; Hendricks, Scott

2015-06-01

Suicide rates have risen considerably in recent years. National workplace suicide trends have not been well documented. The aim of this study is to describe suicides occurring in U.S. workplaces and compare them to suicides occurring outside of the workplace between 2003 and 2010. Suicide data originated from the Census of Fatal Occupational Injury database and the Web-Based Injury Statistics Query and Reporting System. Suicide rates were calculated using denominators from the 2013 Current Population Survey and 2000 U.S. population census. Suicide rates were compared among demographic groups with rate ratios and 95% CIs. Suicide rates were calculated and compared among occupations. Linear regression, adjusting for serial correlation, was used to analyze temporal trends. Analyses were conducted in 2013-2014. Between 2003 and 2010, a total of 1,719 people died by suicide in the workplace. Workplace suicide rates generally decreased until 2007 and then sharply increased (p=0.035). This is in contrast with non-workplace suicides, which increased over the study period (p=0.025). Workplace suicide rates were highest for men (2.7 per 1,000,000); workers aged 65-74 years (2.4 per 1,000,000); those in protective service occupations (5.3 per 1,000,000); and those in farming, fishing, and forestry (5.1 per 1,000,000). The upward trend of suicides in the workplace underscores the need for additional research to understand occupation-specific risk factors and develop evidence-based programs that can be implemented in the workplace. Published by Elsevier Inc.

Participatory Approaches to Evaluating Outcomes and Designing Curriculum in Workplace Education Programs. The Report of the 1991 Evaluation of the Massachusetts Workplace Education Initiative.

ERIC Educational Resources Information Center

Sperazi, Laura; And Others

The Massachusetts Workplace Education Initiative (MWEI) was begun in 1985 as an inter-agency effort to bring adult basic education and English-as-a-Second-Language (ESL) instruction directly into workplaces throughout the state. The impetus for the program was a concern for large numbers of workers who did not have the skills necessary to compete…

Indicators of healthy work environments--a systematic review.

PubMed

Lindberg, Per; Vingård, Eva

2012-01-01

The purpose of this study was to systematically review the scientific literature and search for indicators of healthy work environments. A number of major national and international databases for scientific publication were searched for research addressing indicators of healthy work environments. Altogether 19,768 publications were found. After excluding duplicates, non-relevant publications, or publications that did not comply with the inclusion criteria 24 peer-reviewed publications remained to be included in this systematic review. Only one study explicitly addressing indicators of healthy work environments was found. That study suggested that the presence of stress management programs in an organization might serve as indicator of a 'good place to work', as these organizations were more likely to offer programs that encouraged employee well-being, safety and skill development than those without stress management programs. The other 23 studies either investigated employee's views of what constitute a healthy workplace or were guidelines for how to create such a workplace. Summarizing, the nine most pronounced factors considered as important for a healthy workplace that emerged from these studies were, in descending order: collaboration/teamwork: growth and development of the individual; recognition; employee involvement; positive, accessible and fair leader; autonomy and empowerment; appropriate staffing; skilled communication; and safe physical work.

Special report. Drug testing in the workplace: an update.

PubMed

1994-10-01

Workplace drug testing has become widespread in the U.S. and is a major component of the nation's "war on drugs." A recent annual survey by the American Management Association shows that the number of workplace drug-testing programs in surveyed companies grew almost 300% between 1987 and 1993. Nearly 85% of the 630 firms responding to the 1993 survey conduct some form of drug testing. Among activities sparking interest in drug testing are some highly publicized catastrophes in which drugs or alcohol played a major role--for example, the Exxon Valdez oil spill in Alaska which raised concern over threats to public safety. While the popularity of drug testing has increased, programs have been criticized at the same time for being inaccurate, costly, invasive of privacy, and even illegal in certain cases. As alternatives to urinalysis and other tests, companies have introduced impairment tests--also called performance tests and "fitness-for-duty" tests--which are computer-based and measure employees' eye-hand coordination or cognitive skills. Tests also have been introduced to detect drug residues on surfaces. In this report, we'll review some recent studies on drug testing and some of the programs currently being conducted.

Experiences of Incivility and Ageism in Currently Enrolled RN to BS Nursing Students and Their Intent to Quit

ERIC Educational Resources Information Center

Balko, Kimberly A.

2013-01-01

Student registered nurses face barriers to successful completion of a bachelor's of science degree program when faced with memories of incivility within their basic nursing program and their current experiences of incivility and ageism in the classroom, as well as in the workplace. This incivility, along with generational differences, adds to the…

Marathon Month Promotes Healthful Lifestyles for Extension Employees

ERIC Educational Resources Information Center

Donaldson, Joseph L.; Bell, Beth A.; Toman, John J.; Hastings, Shirley

2016-01-01

This article describes Marathon Month, a workplace wellness program for Extension employees. The program promoted physical activity by challenging employees to walk or run the length of a marathon (26.2 mi) or half marathon (13.1 mi) over the course of 1 month. Of the 317 participants, 90% achieved a self-set goal of completing a full or half…

Outcomes and Utilization of a Low Intensity Workplace Weight Loss Program

PubMed Central

Carpenter, Kelly M.; Lovejoy, Jennifer C.; Lange, Jane M.; Hapgood, Jenny E.; Zbikowski, Susan M.

2014-01-01

Obesity is related to high health care costs and lost productivity in the workplace. Employers are increasingly sponsoring weight loss and wellness programs to ameliorate these costs. We evaluated weight loss outcomes, treatment utilization, and health behavior change in a low intensity phone- and web-based, employer-sponsored weight loss program. The intervention included three proactive counseling phone calls with a registered dietician and a behavioral health coach as well as a comprehensive website. At six months, one third of those who responded to the follow-up survey had lost a clinically significant amount of weight (≥5% of body weight). Clinically significant weight loss was predicted by the use of both the counseling calls and the website. When examining specific features of the web site, the weight tracking tool was the most predictive of weight loss. Health behavior changes such as eating more fruits and vegetables, increasing physical activity, and reducing stress were all predictive of clinically significant weight loss. Although limited by the low follow-up rate, this evaluation suggests that even low intensity weight loss programs can lead to clinical weight loss for a significant number of participants. PMID:24688791

Workplace Literacy: From Survival to Empowerment and Human Development.

ERIC Educational Resources Information Center

Rhoder, Carol A.; French, Joyce N.

1994-01-01

Describes an effective literacy program in two hospitals, which benefited both the employer and employee by empowering participants to solve problems, think critically and creatively, and make decisions. Discusses criteria for effective workplace literacy programs, the program's framework, and program evaluation. (RS)

Mediating effects of workplace violence on the relationships between emotional labour and burnout among clinical nurses.

PubMed

Kim, Hyejin; Kim, Ji-Su; Choe, Kwisoon; Kwak, Yeunhee; Song, Jae-Seok

2018-06-05

To test a model of the relationship between nurses' burnout and emotional labour using structural equation modelling to identify the mediating effects of workplace violence. Nurses are a group that experiences high emotional labour and are exposed to various types of violence in the clinical setting. Burnout is related to emotional labour as well as exposure of workplace violence, but alternatives to reduce burnout in the context of emotional labour (e.g. reduction of workplace violence) have not been extensively investigated. This study adopted a cross-sectional design. A convenience sample comprising 400 nurses from 4 university hospitals in Korea was selected from 10 - 30 October 2016. Data on nurses' level of emotional labour, burnout and workplace violence were collected from participants. A composite-indicator structural equation model was used to examine the mediation model. Overall, 356 nurses (89.0%) returned the completed questionnaires. Burnout was significantly and positively associated with emotional labour and workplace violence. In addition, workplace violence mediated the relationship between emotional labour and burnout related to the nursing job. The findings suggest that, to alleviate burnout in clinical nurses due to emotional labour, various programs and policy measures should be adopted to prevent their exposure to workplace violence and to enhance the organizational management of violence. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

School and work status, drug-free workplace protections, and prescription drug misuse among Americans ages 15-25.

PubMed

Miller, Ted; Novak, Scott P; Galvin, Deborah M; Spicer, Rebecca S; Cluff, Laurie; Kasat, Sandeep

2015-03-01

We assessed the prevalence and characteristics of prescription drug misuse among youth ages 15-25 to examine differences by student and employment status, and associations with workplace antidrug policies and programs. Multivariate logistic regressions analyzed associations in weighted data on the 20,457 young adults in the combined 2004-2008 National Surveys on Drug Use and Health. Demographic controls included sex, race, community size, and age group. After we accounted for demographic controls, at ages 15-25, students were less likely than nonstudents to misuse prescription drugs. Segmenting student from nonstudent groups, working consistently was associated with a further reduction in misuse for those ages 18-25. When we controlled for demographics and substance use history, both Employee Assistance Program (EAP) services and awareness that one's employer had a drug-free workplace policy were associated with significantly lower misuse of prescription drugs (OR = 0.85 for each program, 95% CI [0.73, 1.00] and [0.72, 1.00]). Associations of workplace antidrug policies and programs with marijuana use and with Diagnostic and Statistical Manual for Mental Disorders, Fourth Edition, criteria for alcohol abuse and dependence contrasted sharply with these patterns. All four aspects were significantly associated with lower marijuana use. None was associated with problem drinking. Protective effects of drug-free workplace policy and EAPs persist after other substance use was controlled for. Comparing the effects of workplace programs on illicit drug use and problem drinking versus prescription misuse suggests that those protective associations do not result from selection bias. Thus, drug-free workplace policies and EAPs appear to help protect younger workers against prescription misuse. If workplace substance use disorder programs focused prevention messages and interventions on prescription drug misuse, their impact on misuse might increase.

Managing problem employees: a model program and practical guide.

PubMed

Miller, Laurence

2010-01-01

This article presents a model program for managing problem employees that includes a description ofthe basic types of problem employees and employee problems, as well as practical recommendations for. (1) selection and screening, (2) education and training, (3) coaching and counseling, (4) discipline, (5) psychological fitness-for-duty evaluations, (6) mental health services, (7) termination, and (8) leadership and administrative strategies. Throughout, the emphasis on balancing the need for order and productivity in the workplace with fairness and concern for employee health and well-being.

Chronic Disease Self-Management Program in the Workplace: Opportunities for Health Improvement

PubMed Central

Smith, Matthew Lee; Wilson, Mark G.; DeJoy, David M.; Padilla, Heather; Zuercher, Heather; Corso, Phaedra; Vandenberg, Robert; Lorig, Kate; Ory, Marcia G.

2015-01-01

Disease management is becoming increasingly important in workplace health promotion given the aging workforce, rising chronic disease prevalence, and needs to maintain a productive and competitive American workforce. Despite the widespread availability of the Chronic Disease Self-Management Program (CDSMP), and its known health-related benefits, program adoption remains low in workplace settings. The primary purpose of this study is to compare personal and delivery characteristics of adults who attended CDSMP in the workplace relative to other settings (e.g., senior centers, healthcare organizations, residential facilities). This study also contrasts characteristics of CDSMP workplace participants to those of the greater United States workforce and provides recommendations for translating CDSMP for use in workplace settings. Data were analyzed from 25,664 adults collected during a national dissemination of CDSMP. Only states and territories that conducted workshops in workplace settings were included in analyses (n = 13 states and Puerto Rico). Chi-squared tests and t-tests were used to compare CDSMP participant characteristics by delivery site type. CDSMP workplace participant characteristics were then compared to reports from the United States Bureau of Labor Statistics. Of the 25,664 CDSMP participants in this study, 1.7% (n = 435) participated in workshops hosted in worksite settings. Compared to CDSMP participants in non-workplace settings, workplace setting participants were significantly younger and had fewer chronic conditions. Differences were also observed based on chronic disease types. On average, CDSMP workshops in workplace settings had smaller class sizes and workplace setting participants attended more workshop sessions. CDSMP participants in workplace settings were substantially older and a larger proportion were female than the general United States workforce. Findings indicate opportunities to translate CDSMP for use in the workplace to reach new target audiences. PMID:25964909

Reflections on Workplace Education: Teachers Talking to Teachers.

ERIC Educational Resources Information Center

Letourneau-Fallon, Pamela; And Others

This document is designed to engage workplace educators in thinking about the ideas and issues that the BEST [Better Education Skills Training] team have found to be important in shaping how they conduct their workplace education program. Its format is that of answers to questions that shape program planning and implementation. Students'…

Workplace Literacy Teacher Training: Strategies for Instruction.

ERIC Educational Resources Information Center

Harrington, Lois G.; And Others

These four learning guides comprise one of four packages in the Workplace Literacy Teacher Training series that provides information and skills necessary for the user to become a successful instructor in an effective workplace literacy program. The guides in this package focus on the skills at the heart of such programs--communication, reading,…

75 FR 7978 - Privacy Act of 1974: Implementation of Exemptions; Department of Homeland Security Transportation...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-02-23

...; Department of Homeland Security Transportation Security Administration-023 Workplace Violence Prevention... Administration-023 Workplace Violence Prevention Program System of Records and this proposed rulemaking. In this... Privacy Act (5 U.S.C. 552a) titled, DHS/TSA-023 Workplace Violence Prevention Program System of Records...

Recruiting and Retaining Learners in Workplace Literacy Programs in New Zealand

ERIC Educational Resources Information Center

Benseman, John

2013-01-01

Successful workplace literacy and numeracy programs are dependent on effective strategies to recruit and then retain course participants. This article reports on the recruitment strategies used in a large workplace literacy and numeracy project involving 535 workers in 18 courses. It provides an analysis of the strategies used, their rates of…

Worker-Centered Learning: A Union Guide to Workplace Literacy.

ERIC Educational Resources Information Center

Sarmiento, Anthony R.; Kay, Ann

This guide examines organized labor's views on adult literacy. It also describes several union-sponsored workplace education programs and suggests how a union can plan and operate a worker-centered literacy program. The book is organized in three parts. The first part examines workplace literacy in four chapters that cover the following: the…

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

38 CFR 48.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

...) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c... that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 48.215 Section 48.215 Pensions, Bonuses, and Veterans' Relief DEPARTMENT...

Premium-Based Financial Incentives Did Not Promote Workplace Weight Loss In A 2013-15 Study.

PubMed

Patel, Mitesh S; Asch, David A; Troxel, Andrea B; Fletcher, Michele; Osman-Koss, Rosemary; Brady, Jennifer; Wesby, Lisa; Hilbert, Victoria; Zhu, Jingsan; Wang, Wenli; Volpp, Kevin G

2016-01-01

Employers commonly use adjustments to health insurance premiums as incentives to encourage healthy behavior, but the effectiveness of those adjustments is controversial. We gave 197 obese participants in a workplace wellness program a weight loss goal equivalent to 5 percent of their baseline weight. They were randomly assigned to a control arm, with no financial incentive for achieving the goal, or to one of three intervention arms offering an incentive valued at $550. Two intervention arms used health insurance premium adjustments, beginning the following year (delayed) or in the first pay period after achieving the goal (immediate). A third arm used a daily lottery incentive separate from premiums. At twelve months there were no statistically significant differences in mean weight change either between the control group (whose members had a mean gain of 0.1 pound) and any of the incentive groups (delayed premium adjustment, -1.2 pound; immediate premium adjustment, -1.4 pound; daily lottery incentive, -1.0 pound) or among the intervention groups. The apparent failure of the incentives to promote weight loss suggests that employers that encourage weight reduction through workplace wellness programs should test alternatives to the conventional premium adjustment approach by using alternative incentive designs, larger incentives, or both. Project HOPE—The People-to-People Health Foundation, Inc.

A workplace breast cancer screening program. Costs and components.

PubMed

Schrammel, P; Griffiths, R I; Griffiths, C B

1998-11-01

Screening for breast cancer can result in early detection of malignancies and lives saved. Many employers now offer periodic screening as an employee health benefit, and some have established screening programs in the workplace. This study was performed to identify the employer costs of breast cancer screening in the workplace, referrals for suspicious findings, and initial treatment of malignant disease. Additionally, the costs for these same services, had they been obtained outside of a workplace screening program, were estimated. Data on program components and associated costs for an established employer based breast cancer screening program were obtained. These costs were compared to those among a hypothetical cohort of women not enrolled in the workplace screening program. From 1989 through 1995, 1,416 women participated in the program. Nearly 2,500 screening mammograms and approximately 2,773 clinical breast examinations were performed, resulting in 292 referrals to physicians outside of the program for additional diagnostic procedures and treatment as needed. These referrals resulted in the detection of 12 malignancies: 8 Stage I; 3 Stage II; and 1 Stage III. Mammographic and clinical breast examination screening cost $249,041; referrals resulting in benign disease or no detectable disease cost $185,002; and referrals resulting in malignant disease, followed by initial treatment, cost $148,530. Therefore, the total cost was $582,573. Approximately 47% of the cost of referrals and initial treatment were due to employee lost productivity. Total cost in the hypothetical cohort was $1,067,948 under the assumptions that all women received screening outside of the workplace, and that the same number of malignancies were detected at the same stage as in the workplace program. These findings indicate referrals resulting in detection of benign disease or no disease accounted for a substantial proportion of the total cost of the program. In addition, employee lost productivity accounted for almost 50% of the cost of all referrals and initial treatment. Workplace screening is a relatively efficient approach for early detection of breast cancer when compared to off site screening or no screening. The efficiency could be improved with a reduction in the number and cost of unnecessary referrals.

Mental health issues in the workplace: a case for a new managerial approach.

PubMed

Dunnagan, T; Peterson, M; Haynes, G

2001-12-01

Anger, stress, and depression in the workplace are growing concerns among management. Traditionally, health outcomes have functioned under the realm of workplace health professionals. This study assessed whether a traditional worksite health promotion program had an impact on mental health factors. The results suggested that worksite health promotion programs play a limited role in ameliorating work-related mental health outcomes. Rather, management must play a greater role in addressing workplace stress, anger, and depression.

Sustained Implementation Support Scale: Validation of a Measure of Program Characteristics and Workplace Functioning for Sustained Program Implementation.

PubMed

Hodge, Lauren M; Turner, Karen M T; Sanders, Matthew R; Filus, Ania

2017-07-01

An evaluation measure of enablers and inhibitors to sustained evidence-based program (EBP) implementation may provide a useful tool to enhance organizations' capacity. This paper outlines preliminary validation of such a measure. An expert informant and consumer feedback approach was used to tailor constructs from two existing measures assessing key domains associated with sustained implementation. Validity and reliability were evaluated for an inventory composed of five subscales: Program benefits, Program burden, Workplace support, Workplace cohesion, and Leadership style. Exploratory and confirmatory factor analysis with a sample of 593 Triple P-Positive Parenting Program-practitioners led to a 28-item scale with good reliability and good convergent, discriminant, and predictive validity. Practitioners sustaining implementation at least 3 years post-training were more likely to have supervision/peer support, reported higher levels of program benefit, workplace support, and positive leadership style, and lower program burden compared to practitioners who were non-sustainers.

Improving workplace productivity--it isn't just about reducing absence.

PubMed

Harte, Kathy; Mahieu, Kathleen; Mallett, David; Norville, Julie; VanderWerf, Sander

2011-01-01

Employers must get more aggressive in their health and productivity strategies. A comprehensive strategy includes data analytics across health and lost-time programs, absence policies that meet today's needs for both employer and employee, health and wellness programs targeting modifiable health behaviors, and absence program administration that is aligned to operational goals. This article targets key aspects of a comprehensive long-term health and productivity strategic vision. An organization can use these aspects independently to address immediate tactical issues while it develops its broader strategy. The target areas include a view from the perspective of data management, absence program design and management, employee health and wellness, and behavioral health.

Implementation of a workplace intervention using financial rewards to promote adherence to physical activity guidelines: a feasibility study.

PubMed

Losina, Elena; Smith, Savannah R; Usiskin, Ilana M; Klara, Kristina M; Michl, Griffin L; Deshpande, Bhushan R; Yang, Heidi Y; Smith, Karen C; Collins, Jamie E; Katz, Jeffrey N

2017-12-01

We designed and implemented the Brigham and Women's Wellness Initiative (B-Well), a single-arm study to examine the feasibility of a workplace program that used individual and team-based financial incentives to increase physical activity among sedentary hospital employees. We enrolled sedentary, non-clinician employees of a tertiary medical center who self-reported low physical activity. Eligible participants formed or joined teams of three members and wore Fitbit Flex activity monitors for two pre-intervention weeks followed by 24 weeks during which they could earn monetary rewards. Participants were rewarded for increasing their moderate-to-vigorous physical activity (MVPA) by 10% from the previous week or for meeting the Centers for Disease Control and Prevention (CDC) physical activity guidelines (150 min of MVPA per week). Our primary outcome was the proportion of participants meeting weekly MVPA goals and CDC physical activity guidelines. Secondary outcomes included Fitbit-wear adherence and factors associated with meeting CDC guidelines more consistently. B-Well included 292 hospital employees. Participants had a mean age of 38 years (SD 11), 83% were female, 38% were obese, and 62% were non-Hispanic White. Sixty-three percent of participants wore the Fitbit ≥4 days per week for ≥20 weeks. Two-thirds were satisfied with the B-Well program, with 79% indicating that they would participate again. Eighty-six percent met either their personal weekly goal or CDC physical activity guidelines for at least 6 out of 24 weeks, and 52% met their goals or CDC physical activity guidelines for at least 12 weeks. African Americans, non-obese subjects, and those with lower impulsivity scores reached CDC guidelines more consistently. Our data suggest that a financial incentives-based workplace wellness program can increase MVPA among sedentary employees. These results should be reproduced in a randomized controlled trial. Clinicaltrials.gov, NCT02850094 . Registered July 27, 2016 [retrospectively registered].

Workplace health promotion and utilization of health services: follow-up data findings.

PubMed

Deitz, Diane; Cook, Royer; Hersch, Rebekah

2005-01-01

This article reports findings from a workplace substance abuse prevention program designed to investigate best practices. The study sought to assess the effects of the worksite wellness program and employee assistance program (EAP) on healthcare utilization and costs, identify predictors of outpatient costs and visits, and assess the effect of the intervention on health attitudes, behaviors, and behavioral health-related costs and visits. Results indicated that visits to the EAP increased as did overall healthcare visits, that utilization of healthcare services and costs were higher in the population receiving substance abuse prevention intervention, and that employees in the substance abuse prevention intervention reported lower heavy drinking and binge drinking. Data suggest that substance abuse prevention may result in higher healthcare costs and utilization in the short term, but a reduction in health risk behaviors such as heavy drinking may result in lower healthcare costs and utilization in the long term.

Promoting Employee Health Through an American Cancer Society Program, The CEOs Challenge, Washington State, 2013-2015.

PubMed

Harris, Jeffrey R; Parrish, Amanda T; Kohn, Marlana; Hammerback, Kristen; McMillan, Becca; Hannon, Peggy A

2015-12-17

Evidence-based practices in the workplace can increase levels of healthy eating, cancer screening, physical activity, and tobacco cessation but are underused, even in large workplaces. This report summarizes an evaluation of the first year of The CEOs Challenge, a program developed by the American Cancer Society to promote implementation and maintenance of health-promoting, evidence-based workplace practices by large companies. Use of 17 evidence-based practices by 17 companies in the Washington State Chapter of the American Cancer Society's CEOs Against Cancer network was assessed via survey and scored from 0 to 100. Companies received a written report of their baseline performance, followed by at least quarterly consultations with American Cancer Society staff members trained to assist in implementation of these practices. Follow-up performance was measured at 1 year. At baseline, implementation scores were 54.8 for cancer screening, 46.5 for healthy eating, 59.8 for physical activity, and 68.2 for tobacco cessation. At follow-up, scores increased by 19.6 for cancer screening, 19.4 for healthy eating, 16.0 for physical activity, and 9.4 points for tobacco cessation. The CEOs Challenge is a promising approach to chronic disease prevention via the workplace. It brings together one of the nation's largest health-promoting voluntary agencies with the nation's largest employers to promote evidence-based practices targeted at the most common causes of disease and death. The program increased the adoption of these practices and was well-accepted.

Outcome and impact of Master of Public Health programs across six countries: education for change

PubMed Central

2014-01-01

Background The human resources for health crisis has highlighted the need for high-level public health education to add specific capacities to the workforce. Recently, it was questioned whether Master of Public Health (MPH) training prepared graduates with competencies relevant to low- and middle-income countries (LMICs). This study aims to examine the influence of the MPH programs geared towards LMICs offered in Vietnam, China, South Africa, Mexico, Sudan, and the Netherlands on graduates’ careers, application of acquired competencies, performance at the workplace, and their professional contribution to society. Methods A self-administered questionnaire was sent to graduates from six MPH programs. Frequency distributions of the answers were calculated, and a bivariate analysis and logistic regression of certain variables was performed. Results The response rate was 37.5%. Graduates reported change in leadership (69%), in technical position (69%), acquiring new responsibilities (80%), and increased remuneration (63%); they asserted that MPH programs contributed significantly to this. Graduates’ attribution of their application of 7 key competencies ‘substantially to the MPH program’ ranged from 33% to 48%. Of the 26 impact variables, graduates attributed the effect they had on their workplace substantially to the MPH program; the highest rated variable ranged from 31% to 73% and the lowest ranged from 9% to 43%. Of the 10 impact variables on society, graduates attributed the effect they had on society substantially to the MPH program; for the highest rated variable (13% to 71%); for the lowest rated variable (4% to 42%). Candidates’ attribution of their application of acquired competencies as well as their impact at the workplace varied significantly according to institution of study and educational background. Conclusions This study concludes that these MPH programs contribute to improving graduates’ careers and to building leadership in public health. The MPH programs contribute to graduates’ application of competencies. MPH programs contribute substantially towards impact variables on the workplace, such as development of research proposals and reporting on population health needs, and less substantially to their impact on society, such as contributing equitable access to quality services. Differences reported between MPH programs merit further study. The results can be used for curriculum reform. PMID:25099707

Antecedents and consequences of workplace violence against nurses: A qualitative study.

PubMed

Najafi, Fereshteh; Fallahi-Khoshknab, Masoud; Ahmadi, Fazlollah; Dalvandi, Asghar; Rahgozar, Mehdi

2018-01-01

To explore Iranian nurses' perceptions of and experiences with the antecedents and consequences of workplace violence perpetrated by patients, patients' relatives, colleagues and superiors. Workplace violence against nurses is a common problem worldwide, including in Iran. Although many studies have reviewed the antecedents and consequences of workplace violence, limited information is available on this topic. An understanding of the predisposing factors for violence and the consequences of violence is essential to developing programs to prevent and manage workplace violence. Qualitative descriptive design. In this qualitative study, 22 unstructured, in-depth interviews were conducted with registered nurses who had experienced workplace violence and who were selecting using purposive sampling in nine hospitals. Inductive content analysis was used to analyse the data. Five categories emerged as predisposing factors: unmet expectations of patients/relatives, inefficient organisational management, inappropriate professional communication, factors related to nurses and factors related to patients, patients' relatives and colleagues. Individual, familial and professional consequences were identified as outcomes of workplace violence against nurses. Workplace violence by patients/their relatives and colleagues/superiors is affected by various complicated factors at the individual and organisational levels. In addition to negatively affecting nurses' individual and family lives, workplace violence may lead to a lower quality of patient care and negative attitudes towards the nursing profession. Identifying factors, which lead to workplace violence, could help facilitate documenting and reporting such incidents as well as developing the necessary interventions to reduce them. Furthermore, native instruments must be developed to predict and monitor violence. © 2017 John Wiley & Sons Ltd.

Suicide in U.S. Workplaces, 2003–2010

PubMed Central

Tiesman, Hope M.; Konda, Srinivas; Hartley, Dan; Chaumont Menéndez, Cammie; Ridenour, Marilyn; Hendricks, Scott

2015-01-01

Introduction Suicide rates have risen considerably in recent years. National workplace suicide trends have not been well documented. The aim of this study is to describe suicides occurring in U.S. workplaces and compare them to suicides occurring outside of the workplace between 2003 and 2010. Methods Suicide data originated from the Census of Fatal Occupational Injury database and the Web-Based Injury Statistics Query and Reporting System. Suicide rates were calculated using denominators from the 2013 Current Population Survey and 2000 U.S. population census. Suicide rates were compared among demographic groups with rate ratios and 95% CIs. Suicide rates were calculated and compared among occupations. Linear regression, adjusting for serial correlation, was used to analyze temporal trends. Analyses were conducted in 2013–2014. Results Between 2003 and 2010, a total of 1,719 people died by suicide in the workplace. Workplace suicide rates generally decreased until 2007 and then sharply increased (p=0.035). This is in contrast with non-workplace suicides, which increased over the study period (p=0.025). Workplace suicide rates were highest for men (2.7 per 1,000,000); workers aged 65–74 years (2.4 per 1,000,000); those in protective service occupations (5.3 per 1,000,000); and those in farming, fishing, and forestry (5.1 per 1,000,000). Conclusions The upward trend of suicides in the workplace underscores the need for additional research to understand occupation-specific risk factors and develop evidence-based programs that can be implemented in the workplace. PMID:25794471

Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion.

PubMed

Baxter, Siyan; Campbell, Sharon; Sanderson, Kristy; Cazaly, Carl; Venn, Alison; Owen, Carole; Palmer, Andrew J

2015-09-18

Workplace health promotion is focussed on improving the health and wellbeing of workers. Although quantifiable effectiveness and economic evidence is variable, workplace health promotion is recognised by both government and business stakeholders as potentially beneficial for worker health and economic advantage. Despite the current debate on whether conclusive positive outcomes exist, governments are investing, and business engagement is necessary for value to be realised. Practical tools are needed to assist decision makers in developing the business case for workplace health promotion programs. Our primary objective was to develop an evidence-based, simple and easy-to-use resource (calculator) for Australian employers interested in workplace health investment figures. Three phases were undertaken to develop the calculator. First, evidence from a literature review located appropriate effectiveness measures. Second, a review of employer-facilitated programs aimed at improving the health and wellbeing of employees was utilised to identify change estimates surrounding these measures, and third, currently available online evaluation tools and models were investigated. We present a simple web-based calculator for use by employers who wish to estimate potential annual savings associated with implementing a successful workplace health promotion program. The calculator uses effectiveness measures (absenteeism and staff turnover rates) and change estimates sourced from 55 case studies to generate the annual savings an employer may potentially gain. Australian wage statistics were used to calculate replacement costs due to staff turnover. The calculator was named the Workplace Health Savings Calculator and adapted and reproduced on the Healthy Workers web portal by the Australian Commonwealth Government Department of Health and Ageing. The Workplace Health Savings Calculator is a simple online business tool that aims to engage employers and to assist participation, development and implementation of workplace health promotion programs.

OSHA: Employee Workplace Rights

DTIC Science & Technology

2000-01-01

illnesses and their related costs. To assist employers and employees in developing effective safety and health programs , OSHA published recommended Safety...workplace hazards and to implement safety and health programs . In so doing, this gave employees many new rights and responsibilities, including the right to...Administration Charles N. Jeffress, Assistant Secretary OSHA 3021 2000 (Reprinted) OSHA: Employee Workplace Rights Contents Contents iii Page

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2014-07-01 2014-07-01 false What must I include in my drug-free awareness program? 1472...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2010-07-01 2010-07-01 false What must I include in my drug-free awareness program? 1472...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2011-07-01 2011-07-01 false What must I include in my drug-free awareness program? 1472...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2012-07-01 2012-07-01 false What must I include in my drug-free awareness program? 1472...

29 CFR 1472.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2013 CFR

2013-07-01

... of drug abuse in the workplace; (b) Your policy of maintaining a drug-free workplace; (c) Any... may impose upon them for drug abuse violations occurring in the workplace. ... 29 Labor 4 2013-07-01 2013-07-01 false What must I include in my drug-free awareness program? 1472...

REEP Hotels/Chambers Federal Workplace Literacy Project. April 1, 1990-December 31, 1991.

ERIC Educational Resources Information Center

Arlington County Public Schools, VA. REEP, Arlington Education and Employment Program.

In an expansion of an earlier National Workplace Literacy Program project, this document reports on a workplace literacy model operated by the Arlington Education and Employment Program (REEP) that includes the Alexandria and Arlington, Virginia Public Schools, the chambers of commerce of both cities, and 14 local hotels. The project provided…

Does Implementation Follow Design? A Case Study of a Workplace Health Promotion Program Using the 4-S Program Design and the PIPE Impact Metric Evaluation Models.

PubMed

Äikäs, Antti Hermanni; Pronk, Nicolaas P; Hirvensalo, Mirja Hannele; Absetz, Pilvikki

2017-08-01

The aim of this study was to describe the content of a multiyear market-based workplace health promotion (WHP) program and to evaluate design and implementation processes in a real-world setting. Data was collected from the databases of the employer and the service provider. It was classified using the 4-S (Size, Scope, Scalability, and Sustainability) and PIPE Impact Metric (Penetration, Implementation) models. Data analysis utilized both qualitative and quantitative methods. Program design covered well the evidence-informed best practices except for clear path toward sustainability, cooperation with occupational health care, and support from middle-management supervisors. The penetration rate among participants was high (99%) and majority (81%) of services were implemented as designed. Study findings indicate that WHP market would benefit the use of evidence-based design principles and tendentious decisions to anticipate a long-term implementation process already during the planning phase.

Does Implementation Follow Design? A Case Study of a Workplace Health Promotion Program Using the 4-S Program Design and the PIPE Impact Metric Evaluation Models

PubMed Central

Äikäs, Antti Hermanni; Pronk, Nicolaas P.; Hirvensalo, Mirja Hannele; Absetz, Pilvikki

2017-01-01

Objective: The aim of this study was to describe the content of a multiyear market-based workplace health promotion (WHP) program and to evaluate design and implementation processes in a real-world setting. Methods: Data was collected from the databases of the employer and the service provider. It was classified using the 4-S (Size, Scope, Scalability, and Sustainability) and PIPE Impact Metric (Penetration, Implementation) models. Data analysis utilized both qualitative and quantitative methods. Results: Program design covered well the evidence-informed best practices except for clear path toward sustainability, cooperation with occupational health care, and support from middle-management supervisors. The penetration rate among participants was high (99%) and majority (81%) of services were implemented as designed. Conclusion: Study findings indicate that WHP market would benefit the use of evidence-based design principles and tendentious decisions to anticipate a long-term implementation process already during the planning phase. PMID:28665839

Utilizing the Myers-Briggs Personality Inventory in Employee Assistance Program Workplace Seminars.

ERIC Educational Resources Information Center

Aviles, Christopher B.

Social work educators are being called upon more often to deliver employee workplace seminars for community agencies on a variety of topics ranging from burnout and stress management to improving workplace communication and managing workplace conflicts. One tool that addresses workplace communication is the Myers-Briggs Type Indicator (MBTI). It…

Barriers to Effective Implementation of Programs for the Prevention of Workplace Violence in Hospitals.

PubMed

Blando, James; Ridenour, Marilyn; Hartley, Daniel; Casteel, Carri

2015-01-01

Effective workplace violence (WPV) prevention programs are essential, yet challenging to implement in healthcare. The aim of this study was to identify major barriers to implementation of effective violence prevention programs. After reviewing the related literature, the authors describe their research methods and analysis and report the following seven themes as major barriers to effective implementation of workplace violence programs: a lack of action despite reporting; varying perceptions of violence; bullying; profit-driven management models; lack of management accountability; a focus on customer service; and weak social service and law enforcement approaches to mentally ill patients. The authors discuss their findings in light of previous studies and experiences and offer suggestions for decreasing WPV in healthcare settings. They conclude that although many of these challenges to effective implementation of workplace violence programs are both within the program itself and relate to broader industry and societal issues, creative innovations can address these issues and improve WPV prevention programs.

Barriers to Effective Implementation of Programs for the Prevention of Workplace Violence in Hospitals.

PubMed

Blando, James; Ridenour, Marilyn; Hartley, Daniel; Casteel, Carri

2014-12-04

Effective workplace violence (WPV) prevention programs are essential, yet challenging to implement in healthcare. The aim of this study was to identify major barriers to implementation of effective violence prevention programs. After reviewing the related literature, the authors describe their research methods and analysis and report the following seven themes as major barriers to effective implementation of workplace violence programs: a lack of action despite reporting; varying perceptions of violence; bullying; profit-driven management models; lack of management accountability; a focus on customer service; and weak social service and law enforcement approaches to mentally ill patients. The authors discuss their findings in light of previous studies and experiences and offer suggestions for decreasing WPV in healthcare settings. They conclude that although many of these challenges to effective implementation of workplace violence programs are both within the program itself and relate to broader industry and societal issues, creative innovations can address these issues and improve WPV prevention programs.

[Synthesis of 107 Workplace Literacy Programs.

ERIC Educational Resources Information Center

Bussert, Kathy M.

A study examined information from 107 workplace literacy program descriptions from the United States and drew conclusions about joint partnerships, funding, and flexibility. Most of the program descriptions were found in an extensive search using the ERIC database. The programs described were from 1989 and 1990. Some of the findings were the…

Employee Development Programs: A Lateral Look at Workplace Learning.

ERIC Educational Resources Information Center

McKenzie, Ann; Hodge, Robyn

1999-01-01

Employee development programs (EDPs) are workplace adult education programs which focus on encouraging personal growth and improving confidence and self-esteem through the provision of leisure-based programs. EDPs are determined by employee needs, offered free of charge, and conducted outside working hours. EDPs were first implemented in the…

Workplace Education Partnerships: Compromises, Promises, and Practices.

ERIC Educational Resources Information Center

Hellman, Linda

A Pima County (Arizona) adult workplace education program in English as a Second Language (ESL) is outlined. Salient elements in program design, student recruitment and program marketing, student assessment, instructional methods, and program evaluation are noted, and the topical content of the ESL curriculum is charted. Tasks/competencies and…

75 FR 44929 - Request for Information Regarding Workplace Substance Abuse Programs for Department of Energy...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-07-30

... Information Regarding Workplace Substance Abuse Programs for Department of Energy Contractors AGENCY: Office... substance abuse programs for its contractor employees. Specifically, the Department solicits comment and... action in developing an amendment to the current substance abuse program for its contractor and...

DoD Needs a Comprehensive Approach to Address Workplace Violence

DTIC Science & Technology

2015-10-15

respond to an act of workplace violence, which could jeopardize their safety during a workplace violence threat or incident. Workplace Violence Prevention... Management Command (IMCOM) Prevention of Workplace Violence Program (U),” September 21, 2012. 18 OPORD 14-091, “U.S. Army Installation Management ... Safety and Health Administration’s definition of workplace violence25 and applies to military, civilian, and contractor personnel. 22 SECNAVINST

A mindfulness training program based on brief practices (M-PBI) to reduce stress in the workplace: a randomised controlled pilot study.

PubMed

Arredondo, M; Sabaté, M; Valveny, N; Langa, M; Dosantos, R; Moreno, J; Botella, L

2017-01-01

Work stress is a major contributor to absenteeism and reduced work productivity. A randomised and controlled study in employee-volunteers (with Perceived Stress Scale [PSS-14]>22) was performed to assess a mindfulness program based on brief integrated mindfulness practices (M-PBI) with the aim of reducing stress in the workplace. The PSS-14 of the employees before and after 8-weeks M-PBI program, as well as after a 20-week follow-up, was assessed (primary endpoint). The employees also carried the following questionnaires (secondary endpoints): Five Facet Mindfulness Questionnaire (FFMQ), Self-Compassion Scale (SCS), Experiences Questionnaire-Decentering (EQ-D), and Maslach Burnout Inventory-General Survey (MBI-GS). Heart Rate Variability (HRV) was measured during each session in a subgroup of employees (n = 10) of the interventional group randomly selected. A total of 40 employees (77.5% female median [SD] age of 36.6 [5.6] years) took part in this study: 21 and 19 in the intervention and control group, respectively. No differences in baseline characteristics were encountered between the groups. Results show a significant decrease in stress and increase in mindfulness over time in the intervention group (PSS-14 and FFMQ; p < 0.05 both). Additionally, an improvement in decentering (EQ-D), self-compassion (SCS) and burnout (MBI-GS) were also observed compared to the control group (p < 0.05 in all). HRV measurement also showed an improvement. In conclusion, a brief practices, 8-weeks M-BIP program is an effective tool to quickly reduce stress and improve well-being in a workplace.

Mindfulness goes to work: impact of an online workplace intervention.

PubMed

Aikens, Kimberly A; Astin, John; Pelletier, Kenneth R; Levanovich, Kristin; Baase, Catherine M; Park, Yeo Yung; Bodnar, Catherine M

2014-07-01

The objective of this study was to determine whether a mindfulness program, created for the workplace, was both practical and efficacious in decreasing employee stress while enhancing resiliency and well-being. Participants (89) recruited from The Dow Chemical Company were selected and randomly assigned to an online mindfulness intervention (n = 44) or wait-list control (n = 45). Participants completed the Perceived Stress Scale, the Five Facets of Mindfulness Questionnaire, the Connor-Davidson Resiliency Scale, and the Shirom Vigor Scale at pre- and postintervention and 6-month follow-up. The results indicated that the mindfulness intervention group had significant decreases in perceived stress as well as increased mindfulness, resiliency, and vigor. This online mindfulness intervention seems to be both practical and effective in decreasing employee stress, while improving resiliency, vigor, and work engagement, thereby enhancing overall employee well-being.

U.S. Department of Energy's EV Everywhere Workplace Charging Challenge, Mid-Program Review: Employees Plug In

DOE Office of Scientific and Technical Information (OSTI.GOV)

2015-12-01

This Program Review takes an unprecedented look at the state of workplace charging in the United States -- a report made possible by U.S. Department of Energy leadership and valuable support from our partners as they share their progress in developing robust workplace charging programs. Through the Workplace Charging Challenge, more than 250 participants are accelerating the development the nation's worksite PEV charging infrastructure and are supporting cleaner, more convenient transportation options within their communities. Challenge partners are currently providing access to PEV charging stations at more than 440 worksites across the country and are influencing countless other organizations tomore » do the same.« less

Prevention Interventions of Alcohol Problems in the Workplace

PubMed Central

Ames, Genevieve M.; Bennett, Joel B.

2011-01-01

The workplace offers advantages as a setting for interventions that result in primary prevention of alcohol abuse. Such programs have the potential to reach broad audiences and populations that would otherwise not receive prevention programs and, thereby, benefit both the employee and employer. Researchers have implemented and evaluated a variety of workplace alcohol problem prevention efforts in recent years, including programs focused on health promotion, social health promotion, brief interventions, and changing the work environment. Although some studies reported significant reductions in alcohol use outcomes, additional research with a stronger and integrated methodological approach is needed. The field of workplace alcohol prevention also might benefit from a guiding framework, such as the one proposed in this article. PMID:22330216

The disconnected values model improves mental well-being and fitness in an employee wellness program.

PubMed

Anshel, Mark H; Brinthaupt, Thomas M; Kang, Minsoo

2010-01-01

This study examined the effect of a 10-week wellness program on changes in physical fitness and mental well-being. The conceptual framework for this study was the Disconnected Values Model (DVM). According to the DVM, detecting the inconsistencies between negative habits and values (e.g., health, family, faith, character) and concluding that these "disconnects" are unacceptable promotes the need for health behavior change. Participants were 164 full-time employees at a university in the southeastern U.S. The program included fitness coaching and a 90-minute orientation based on the DVM. Multivariate Mixed Model analyses indicated significantly improved scores from pre- to post-intervention on selected measures of physical fitness and mental well-being. The results suggest that the Disconnected Values Model provides an effective cognitive-behavioral approach to generating health behavior change in a 10-week workplace wellness program.

34 CFR 472.4 - What regulations apply?

Code of Federal Regulations, 2010 CFR

2010-07-01

..., DEPARTMENT OF EDUCATION NATIONAL WORKPLACE LITERACY PROGRAM General § 472.4 What regulations apply? The following regulations apply to the National Workplace Literacy Program: (a) The regulations in this part 472...

[Cost-benefit analysis of primary prevention programs for mental health at the workplace in Japan].

PubMed

Yoshimura, Kensuke; Kawakami, Norito; Tsusumi, Akizumi; Inoue, Akiomi; Kobayashi, Yuka; Takeuchi, Ayano; Fukuda, Takashi

2013-01-01

To determine the cost-benefits of primary prevention programs for mental health at the workplace, we conducted a meta-analysis of published studies in Japan. We searched the literature, published as of 16 November 2011, using the Pubmed database and relevant key words. The inclusion criteria were: conducted in the workplace in Japan; primary prevention focus; quasi-experimental studies or controlled trials; and outcomes including absenteeism or presenteeism. Four studies were identified: one participatory work environment improvement, one individual-oriented stress management, and two supervisor education programs. Costs and benefits in yen were estimated for each program, based on the description of the programs in the literature, and additional information from the authors. The benefits were estimated based on each program's effect on work performance (measured using the WHO Health and Work Performance Questionnaire in all studies), as well as sick leave days, if available. The estimated relative increase in work performance (%) in the intervention group compared to the control group was converted into labor cost using the average bonus (18% of the total annual salary) awarded to employees in Japan as a base. Sensitive analyses were conducted using different models of time-trend of intervention effects and 95% confidence limits of the relative increase in work performance. For the participatory work environment improvement program, the cost was estimated as 7,660 yen per employee, and the benefit was 15,200-22,800 yen per employee. For the individual-oriented stress management program, the cost was 9,708 yen per employee, and the benefit was 15,200-22,920 yen per employee. For supervisor education programs, the costs and benefits were respectively 5,209 and 4,400-6,600 yen per employee, in one study, 2,949 and zero yen per employee in the other study. The 95% confidence intervals were wide for all these studies. For the point estimates based on these cases, the participatory work environment improvement program and the individual-oriented stress management program showed better cost-benefits. For the supervisor education programs, the costs were almost equal to or greater than the benefits. The results of the present study suggest these primary prevention programs for mental health at the workplace are economically advantageous to employers. Because the 95% confidence intervals were wide, further research is needed to clarify if these interventions yield statistically significant cost-benefits.

Narrowing the Skills Gap: Workplace Literacy Programs in Canada. Final Report.

ERIC Educational Resources Information Center

Ottawa Univ. (Ontario).

This report documents, in case study format, eight workplace literacy programs in Canada. Introductory materials highlight conclusions and discuss reasons for undertaking the project to document the Canadian experience in basic skills training from the perspective of the employer and employee and program design. Each case study or program profile…

Workplace injury management: using new technology to deliver and evaluate physician continuing medical education.

PubMed

Karlinsky, Harry; Dunn, Celina; Clifford, Bill; Atkins, Jim; Pachev, George; Cunningham, Ken; Fenrich, Peter; Bayani, Yassaman

2006-12-01

Physicians typically receive little continuing medical education (CME) about their role in workplace injury management as well as on workplace injuries and disease. Although new technologies may help educate physicians in these areas, careful evaluation is required, given the understudied nature of these interventions. The objective of this study is to evaluate two promising new technologies to deliver CME (online learning and videoconferencing) and to compare the effectiveness of these delivery methods to traditional CME interventions (large urban traditional conference lectures and small group local face-to-face outreach) in their impact on physician knowledge related to workplace injury management. This study utilized a prospective, controlled evaluation of two educational programs for BC physicians: 1) The Diagnosis and Management of Lateral Epicondylitis; and 2) Is Return-to-Work Good Medicine? Each educational module was delivered in each of four ways (Outreach Visit, Videoconference Session, Conference Lecture, Online) and physicians self-selected their participation--both in terms of topic and delivery method. Questionnaires related to knowledge as well as learner attitude and satisfaction were administered prior (pre-test) and following (post-test) all educational sessions. 581 physician encounters occurred as a result of the educational interventions and a significant percentage of the physicians participated in the research per se (i.e. there were 358 completed sets of pre-test and post-test 'Knowledge' questionnaires). Overall the results showed that the developed training programs increased physicians' knowledge of both Lateral Epicondylitis and the physician's role in Return-To-Work planning as reflected in improved post-test performance when compared to pre-test scores. Furthermore, videoconferencing and online training were at least as effective as conference lectures and instructor-led small group outreach sessions in their impact on physician knowledge. Use of effective videoconferencing and online learning activities will increase physician access to quality CME related to workplace injury management and will overcome access barriers intrinsic to types of CME interventions based on instructor-student face-to-face interactions.

Reducing musculoskeletal discomfort: effects of an office ergonomics workplace and training intervention.

PubMed

Robertson, Michelle M; O'Neill, Michael J

2003-01-01

Effects of an office ergonomics workplace and training intervention on workers' knowledge and self-reported musculoskeletal pain and discomfort were investigated. An instructional systems design process was used to develop an office ergonomics training program and the evaluation tools used to measure the effectiveness of the training program on workers' office ergonomics knowledge and skills. It was hypothesized that the training and workplace intervention would allow the worker to more effectively use their workplace through increased office ergonomics knowledge and skills. Following the intervention, there was a significant increase in workers' office ergonomics knowledge and awareness. Self-reported work-related musculoskeletal disorders significantly decreased for the group who had a workplace change and received ergonomic training relative to a workplace change-only group and a no intervention control group.

Workplace Lactation Programs in Small WIC Service Sites: A Potential Model.

PubMed

Angeletti, Michelle A; Llossas, Jose R

2018-03-01

The Special Supplemental Nutrition Program for Women, Infants, and Children (WIC) has an opportunity to protect, promote, and support breastfeeding by implementing and modeling workplace lactation programs in small WIC agencies that may have barriers regarding the lack of both human and financial resources. The goal of this article was to describe effective strategies for agency administrators in small WIC service sites so that they can reduce barriers, successfully implement workplace lactation policies and programs, and model successful strategies for other small employers. Copyright © 2017 Society for Nutrition Education and Behavior. Published by Elsevier Inc. All rights reserved.

Strengthening health promotion in Australian workplaces.

PubMed

Fisher, K J; Deeds, S; Siebel, R; Allen, J

1997-01-01

The Australian workplace has emerged as an important venue for influencing the health of employees through regulations and behaviour change programs. Recent surveys have highlighted a growth in this activity but the effectiveness of these programs in changing unhealthy work practices and policies is questionable. The need for strengthening programs by stronger designs and evaluation, and addressing organisational factors and employee participation in planning and implementation processes is documented. Efforts in that direction in Queensland are cited, Building on these existing foundations, redirecting existing resources, and building intersectoral cooperation in public-private partnerships hold a creative, exemplary vision of the future for Australian workplace programming.

Saving for Learning in the Netherlands. Research Report.

ERIC Educational Resources Information Center

Biggar, Sharon

The Netherlands has been characterized by highly differentiated secondary education, with separate practical, vocational, secondary, and pre-university institutions. Over time, these have converged somewhat. Well-thought-out vocational and adult programs emphasize providing skills needed in the workplace. At least part-time education is compulsory…

The alternative workplace: changing where and how people work.

PubMed

Apgar, M

1998-01-01

Today many organizations, including AT&T and IBM, are pioneering the alternative workplace--the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices. This is not a fad. Although estimates vary widely, it is safe to say that some 30 million to 40 million people in the United States are now either telecommuters or home-based workers. What motivates managers to examine how people spend their time at the office and where else they might do their work? Among the potential benefits for companies are reduced costs, increased productivity, and an edge in vying for and keeping talented employees. They can also capture government incentives and avoid costly sanctions. But at the same time, alternative workplace programs are not for everyone. Indeed, such programs can be difficult to adopt, even for those organizations that seem to be most suited to them. Ingrained behaviors and practical hurdles are hard to overcome. And the challenges of managing both the cultural changes and systems improvements required by an alternative workplace initiative are substantial. How should senior managers think about alternative workplace programs? What are the criteria for determining whether the alternative workplace is right for a given organization? What are the most common pitfalls in implementing alternative workplace programs? The author provides the answers to these questions in his examination of this new frontier of where and how people work.

Change in health-related quality of life amongst participants in a 4-month pedometer-based workplace health program.

PubMed

Harding, Jessica; Freak-Poli, Rosanne Laura Armida; Backholer, Kathryn; Peeters, Anna

2013-05-01

Regular physical activity (PA) is associated with a reduced risk for chronic health conditions and improved health-related quality of life (HRQoL). Efforts to increase PA have included workplace health promotion. Currently, little is known about the effect of these programs on overall HRQoL. To evaluate whether participation in a pedometer-based PA program in the workplace was associated with changes in HRQoL. 487 voluntary employees enrolled in a health program completed the SF-12 Health Survey at baseline and 4 months. Change in Physical and Mental component summary scores (PCS; MCS) was assessed with multivariable regression analysis, adjusting for covariates. Participation in the program was associated with an increase of 1.5 MCS units (95% CI: 0.76, -2.09). Greater improvements in MCS were observed in those reporting an increased level of PA during the program [1.9 (CI: 0.78, 2.92) versus 0.9 (CI: -0.12, 2.03)] and a lower baseline MCS score [6.3 (CI: 4.80, 7.62) versus -1.5 (CI: -2.21, -0.80)]. No change in PCS was observed. Participation in this workplace PA program was associated with improvements in the mental component of HRQoL. We recommend the use of a broad perspective of health be used in both the implementation and evaluation of workplace PA programs.

The impact of training program on nurses' attitudes toward workplace violence in Jordan.

PubMed

Al-Ali, Nahla Mansour; Al Faouri, Ibrahim; Al-Niarat, Tahany Fareed

2016-05-01

Nurses' attitudes toward workplace violence are still inadequately explored, and possess an impact in preventing, and managing the violent incidents and the quality of nursing care. Creating a demand for an effective intervention program to improve nurses' knowledge of and attitudes toward workplace violence. To study the impact of the training program on nurses' attitudes toward workplace violence in a military hospital in Jordan. One group before-after design was employed. A stratified random sample of 100 nurses working in three shifts was recruited. Data were collected earlier and after the preparation program using the Attitudes Toward Patient Physical Assault Questionnaire. "The Framework Guidelines for addressing workplace violence in the health sector", was adopted in this work. The preparation sessions were for one day each week over five weeks. The post-test assessment was over five weeks using the same questionnaire. A total of 97 nurses completed the survey. The outcomes demonstrated the significant impact of the training program on nurses' attitudes towards workplace violence (t=6. 62, df=96, p=0.000). The prevalence of verbal abuse by patients and visitors was 63.9% and for physical abuse, 7.2% were from patients and 3.1% of visitors. Most violent incidents occurred during day duty and during delivering nursing care (40.2% and 32%, respectively). Major source of emotional support for abused nurses was from the nursing team (88.7%), while the legal support was from nursing management (48.5%). The study highlights a general concern among nursing staff about workplace violence. Confirming that violence prevention education for staff is a necessary step forward to deescalate the problem. A significant effect of the training program was evident in this study. Copyright © 2015 Elsevier Inc. All rights reserved.

The effects of compensatory workplace exercises to reduce work-related stress and musculoskeletal pain1

PubMed Central

de Freitas-Swerts, Fabiana Cristina Taubert; Robazzi, Maria Lúcia do Carmo Cruz

2014-01-01

OBJECTIVES: to assess the effect of a compensatory workplace exercise program on workers with the purpose of reducing work-related stress and musculoskeletal pain. METHOD: quasi-experimental research with quantitative analysis of the data, involving 30 administrative workers from a Higher Education Public Institution. For data collection, questionnaires were used to characterize the workers, as well as the Workplace Stress Scale and the Corlett Diagram. The research took place in three stages: first: pre-test with the application of the questionnaires to the subjects; second: Workplace Exercise taking place twice a week, for 15 minutes, during a period of 10 weeks; third: post-test in which the subjects answered the questionnaires again. For data analysis, the descriptive statistics and non-parametric statistics were used through the Wilcoxon Test. RESULTS: work-related stress was present in the assessed workers, but there was no statistically significant reduction in the scores after undergoing Workplace Exercise. However, there was a statistically significant pain reduction in the neck, cervical, upper, middle and lower back, right thigh, left leg, right ankle and feet. CONCLUSION: the Workplace Exercise promoted a significant pain reduction in the spine, but did not result in a significant reduction in the levels of work-related stress. PMID:25296147

Worksite Influences on Obesogenic Behaviors in Low-Wage Workers in St Louis, Missouri, 2013–2014

PubMed Central

Pizzorno, Galen; Kinghorn, Anna M.; Evanoff, Bradley A.

2015-01-01

Introduction More than one-third of US adults are obese. Workplace programs to reduce obesity and improve overall health are not available or accessible to all workers, particularly low-wage workers among whom obesity is more prevalent. The goal of the study was to identify modifiable workplace factors and behaviors associated with diet and exercise to inform future workplace interventions to improve health. Methods We distributed paper and online surveys to 2 groups of low-wage workers, hospital workers and retail sales workers, at the worksites. The surveys assessed obesity, obesogenic behaviors, workplace factors, and worker participation in workplace health programs (WHPs). Descriptive and regression analyses were conducted to examine workplace factors associated with obesogenic behaviors. Results A total of 529 surveys were completed (219 hospital workers and 310 retail workers). More than 40% of workers were obese and 27% were overweight. In general, workers had poor diets (frequent consumption of sugary and high-fat foods) and engaged in little physical activity (only 30.9% met recommended physical activity guidelines). Access to and participation in workplace health programs varied greatly between hospital and retail sales workers. We identified several modifiable workplace factors, such as food source and work schedule, that were associated with diet, exercise, or participation in workplace health programs. Conclusion This study illustrates the high prevalence of obesity and obesogenic behaviors workers in 2 low-wage groups. The differences between work groups indicated that each group had unique facilitators and barriers to healthy eating and exercise. An understanding of how socioeconomic, demographic, and work-related factors influence health will help to identify high-risk populations for intervention and to design interventions tailored and relevant to the target audiences. PMID:25950573

Worksite influences on obesogenic behaviors in low-wage workers in St Louis, Missouri, 2013-2014.

PubMed

Strickland, Jaime R; Pizzorno, Galen; Kinghorn, Anna M; Evanoff, Bradley A

2015-05-07

More than one-third of US adults are obese. Workplace programs to reduce obesity and improve overall health are not available or accessible to all workers, particularly low-wage workers among whom obesity is more prevalent. The goal of the study was to identify modifiable workplace factors and behaviors associated with diet and exercise to inform future workplace interventions to improve health. We distributed paper and online surveys to 2 groups of low-wage workers, hospital workers and retail sales workers, at the worksites. The surveys assessed obesity, obesogenic behaviors, workplace factors, and worker participation in workplace health programs (WHPs). Descriptive and regression analyses were conducted to examine workplace factors associated with obesogenic behaviors. A total of 529 surveys were completed (219 hospital workers and 310 retail workers). More than 40% of workers were obese and 27% were overweight. In general, workers had poor diets (frequent consumption of sugary and high-fat foods) and engaged in little physical activity (only 30.9% met recommended physical activity guidelines). Access to and participation in workplace health programs varied greatly between hospital and retail sales workers. We identified several modifiable workplace factors, such as food source and work schedule, that were associated with diet, exercise, or participation in workplace health programs. This study illustrates the high prevalence of obesity and obesogenic behaviors workers in 2 low-wage groups. The differences between work groups indicated that each group had unique facilitators and barriers to healthy eating and exercise. An understanding of how socioeconomic, demographic, and work-related factors influence health will help to identify high-risk populations for intervention and to design interventions tailored and relevant to the target audiences.

Workplace Education Programs in Small and Medium-Sized Michigan Firms. Staff Working Paper 92-13.

ERIC Educational Resources Information Center

Hollenbeck, Kevin; Anderson, William

A project collected data from small and medium-sized firms (employing fewer than 500) in Michigan concerning workplace education programs. It addressed why firms were or were not offering programs, program characteristics, and program impacts on firms and employees. Case studies of 28 businesses were undertaken from May 1991-July 1992 and a…

A workplace intervention program and the increase in HIV knowledge, perceived accessibility and use of condoms among young factory workers in Thailand.

PubMed

Chamratrithirong, Aphichat; Ford, Kathleen; Punpuing, Sureeporn; Prasartkul, Pramote

2017-12-01

Vulnerability to Human Immunodeficiency Virus (HIV) infection among factory workers is a global problem. This study investigated the effectiveness of an intervention to increase AIDS knowledge, perceived accessibility to condoms and condom use among young factory workers in Thailand. The intervention was a workplace program designed to engage the private sector in HIV prevention. A cross-sectional survey conducted in 2008 to measure program outcomes in factories in Thailand was used in this study. The workplace intervention included the development of policies for management of HIV-positive employees, training sessions for managers and workers, and distribution of educational materials and condoms. A multi-level analysis was used to investigate the effect of HIV/AIDS prevention program components at the workplace on HIV/AIDS knowledge, perceived accessibility to condoms and condom use with regular sexual partners among 699 young factory workers (aged 18-24 years), controlling for their individual socio-demographic characteristics. Interventions related to the management and services component including workplace AIDS policy formulation, condom services programs and behavioral change campaigns were found to be significantly related to increased AIDS knowledge, perceived accessibility to condoms and condom use with regular partners. The effect of the HIV/AIDS training for managers, peer leaders and workers was positive but not statistically significant. With some revision of program components, scaling up of workplace interventions and the engagement of the private sector in HIV prevention should be seriously considered.

Prevalence and factors related to Canadian workplace health programs.

PubMed

Macdonald, Scott; Csiernik, Richard; Durand, Pierre; Rylett, Margaret; Wild, T Cameron

2006-01-01

This study documented the prevalence and factors related to workplace health programs in Canada, including Employee Assistance Programs (EAPs), drug testing programs, and Health Promotion Programs (HPPs). A representative sample of 565 Human Resources Managers at worksites with 100 or more employees across Canada completed a questionnaire on the worksite characteristics and the types of programs at their workplace (response rate = 79.8%). EAPs were established in 67.8% of sampled worksites (95% CI: 63.9%-71.7%). The proportion of worksites with EAPs varied significantly across work sectors (p<0.001) but not across regions of Canada. Worksites with EAPs had significantly (p<0.001) fewer visible minorities and had more unionized employees (p<0.001) than worksites without EAPs. For drug-testing programs, about 10.3% of Canadian worksites have them (95% CI: 7.8%-12.8%). Significant differences were noted across regions (p<0.001) with Alberta most likely to have such programs (25.4%) and Ontario least likely (4.6%). Also, safety-sensitive worksites and those with United States ownership were significantly (p<0.05) more likely to have drug testing. The most common type of HPP was fitness programs (29.4%) and the least common was day/elder care programs (5.5%). Fitness programs were most common in the Eastern provinces and least common in Quebec. Overall, Canadian worksites favour a health promotion and treatment approach over a deterrence approach for addressing health and substance use issues in the workplace. Workplace health programs were related to several factors that have created an uneven system of health promotion, treatment and deterrence in Canadian worksites.

45 CFR 630.220 - By when must I publish my drug-free workplace statement and establish my drug-free awareness...

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false By when must I publish my drug-free workplace... when must I publish my drug-free workplace statement and establish my drug-free awareness program? If... ongoing awareness program as described in § 630.215, you must publish the statement and establish the...

Promoting Workplace Literacy and Basic Skills Development.

ERIC Educational Resources Information Center

Peterson, Elizabeth A.; Ott, Joyce; Wilson, Kathleen

This document is intended to help literacy practitioners and others in South Carolina promote workplace literacy and basic skills development programs. The introduction examines the following topics: South Carolina's current workforce and its outlook; the definitions of literacy and workplace literacy; the need for workplace literacy and basic…

Enhancing Instruction through Technology.

ERIC Educational Resources Information Center

Greenleaf, Connie; Gee, Mary Kay

Following an introductory section that provides a rationale for using computers in workplace literacy classes, this guide reviews six computer programs and provides activities that teachers can use with the programs in teaching workplace literacy classes. The six computer programs reviewed are as follows: "Grammar Games,""Spell It 3,""The Way…

A systematic grounded approach to the development of complex interventions: the Australian WorkHealth Program--arthritis as a case study.

PubMed

Reavley, Nicola; Livingston, Jenni; Buchbinder, Rachelle; Bennell, Kim; Stecki, Chris; Osborne, Richard Harry

2010-02-01

Despite demands for evidence-based research and practice, little attention has been given to systematic approaches to the development of complex interventions to tackle workplace health problems. This paper outlines an approach to the initial stages of a workplace program development which integrates health promotion and disease management. The approach commences with systematic and genuine processes of obtaining information from key stakeholders with broad experience of these interventions. This information is constructed into a program framework in which practice-based and research-informed elements are both valued. We used this approach to develop a workplace education program to reduce the onset and impact of a common chronic disease - osteoarthritis. To gain information systematically at a national level, a structured concept mapping workshop with 47 participants from across Australia was undertaken. Participants were selected to maximise the whole-of-workplace perspective and included health education providers, academics, clinicians and policymakers. Participants generated statements in response to a seeding statement: Thinking as broadly as possible, what changes in education and support should occur in the workplace to help in the prevention and management of arthritis? Participants grouped the resulting statements into conceptually coherent groups and a computer program was used to generate a 'cluster map' along with a list of statements sorted according to cluster membership. In combination with research-based evidence, the concept map informed the development of a program logic model incorporating the program's guiding principles, possible service providers, services, training modes, program elements and the causal processes by which participants might benefit. The program logic model components were further validated through research findings from diverse fields, including health education, coaching, organisational learning, workplace interventions, workforce development and osteoarthritis disability prevention. In summary, wide and genuine consultation, concept mapping, and evidence-based program logic development were integrated to develop a whole-of-system complex intervention in which potential effectiveness and assimilation into the workplace for which optimised. Copyright 2009 Elsevier Ltd. All rights reserved.

Assessing engineering students' demonstration of workplace competencies in experiential learning environments through internships and cooperative work experiences

NASA Astrophysics Data System (ADS)

Laingen, Mark A.

This study investigates the relationships between supervisor assessments and internship students' self-assessments for 15 workplace competencies, demonstrated in an internship or cooperative work environment. The 15 workplace competencies were developed by Iowa State University in collaboration with over 200 constituents comprised of Iowa State University COE alumni, engineering employers, COE faculty, partnering international faculty, and COE students, to provide clear, independent, and assessable measures for the eleven learning outcomes identified in the ABET Criterion 3 (a-k) outcomes. The study investigated workplace competency assessment data collected over ten years, commencing with the fall 2001 internship assessment term and concluding with the fall 2011 assessment term. The study used three separate methodologies to analyze workplace competency assessments in the COE. Part 1 analyzed data across the fifteen workplace competencies, and across ten programs in the College of Engineering, that have been involved with the workplace competency assessment of internship and cooperative students from the beginning of data collection in 2001. Supervisor assessment ratings were compared to internship student self-assessment ratings across the ten-year span from 2001-11using the non-parametric equivalent of the paired t-test; the Wilcoxon singed rank test for paired data. Part 2 of the study investigated the relationship between supervisor and student self-assessment data across assessment terms related to the 2001-05 and 2006-11 ABET accreditation cycles. The third part investigated how data tracking workplace competency strengths and weaknesses and ABET outcomes achievement percentages have changed between the assessment terms across accreditation cycles. Part 3 included an on-line survey sent to program curriculum committee members involved with workplace competency assessment data that investigated how the engineering programs are utilizing this data in support of continuous improvement of the program curricula. Results of the analysis demonstrate how paired supervisor assessment and student self-assessment ratings for assessment of the internship students' demonstration of workplace competencies can be useful in evaluating student demonstration of competency in COE learning outcomes through the experiential learning environment, and support continuous improvement practices for program curriculum development.

[Workplace health promotion in public health policies in Poland].

PubMed

Puchalski, Krzysztof; Korzeniowska, Elzbieta

2008-01-01

In this paper the author analyses how far in Poland the idea of workplace health promotion (WHP) does exist in the area of public health understood in its broadest sense. The analysis encapsulates the following issues: (a) the national legislative policy, (b) strategies, programs and projects concerning health issues launched or coordinated by the state or local administration, (c) grassroots initiatives for health promotion supported by local and regional administration, (d) civic projects or business strategies for health. In addition, the author emphasizes the marginalization of workplace health promotion and lack of cohesive policy in this field as well as, the fact that health problems of the working population arising from current demographic, technological, economic and social changes that could be dealt with through developing and implementing WHP projects are not yet fully perceived by public health policy makers.

Employee characteristics and health belief variables related to smoking cessation engagement attitudes.

PubMed

Street, Tamara D; Lacey, Sarah J

2018-05-01

Workplace smoking cessation programs can effectively assist employees to quit smoking. However, little is known about employees' attitudes towards engagement in workplace smoking cessation programs. This study aimed to address the limited understanding of the interaction between employee characteristics and their health beliefs toward engaging in a workplace smoking cessation program. Self-report data was collected from 897 employees of a mining company operating in two remote towns in Australia. The majority of participants were male (73%), the mean age was 36.9 years (SD = 11.5). Chi square tests of independence were used to analyze relationships between employee characteristics and smoking cessation engagement attitudes. Engagement attitudes included: A desire to cease smoking; desire for assistance with the smoking cessation process; and intention to participate in a workplace smoking intervention. The findings from this study indicated that attitudes towards engagement in smoking cessation programs varied for mining employees according to gender, age, perceived severity, perceived self-efficacy, and stage of readiness to change. These findings provide insights that health promotion practitioners may apply to inform the design and marketing of effective workplace smoking cessation programs for similar employees.

Healthy Eating and Active Living: Rural-Based Working Men’s Perspectives

PubMed Central

Oliffe, John L.; Bottorff, Joan L.; Sharp, Paul; Caperchione, Cristina M.; Johnson, Steven T.; Healy, Theresa; Lamont, Sonia; Jones-Bricker, Margaret; Medhurst, Kerensa; Errey, Sally

2015-01-01

There is a pressing need for health promotion programs focused on increasing healthy eating and active living among “unreached” rural-based men. The purpose of the current study was to describe rural-based working men’s views about health to distil acceptable workplace approaches to promoting men’s healthy lifestyles. Two focus group interviews included 21 men who worked and lived in northern British Columbia, Canada. Interviews were approximately 2 hours in duration; data were analyzed using thematic analysis. Themes inductively derived included (a) food as quick filling fuels, (b) work strength and recreational exercise, and (c) (re)working masculine health norms. Participants positioned foods as quick filling fuels both at work and home as reflecting time constraints and the need to bolster energy levels. In the theme work strength and recreational exercise, men highlighted the physical labor demands pointing to the need to be resilient in overcoming the subarctic climate and/or work fatigue in order to fit in exercise. In the context of workplace health promotion programs for men, participants advised how clear messaging and linkages between health and work performance and productivity and cultivating friendly competition among male employees were central to reworking, as well as working, with established masculine health norms. Overall, the study findings indicate that the workplace can be an important means to reaching men in rural communities and promoting healthy eating and active living. That said, the development of workplace programs should be guided by strength-based masculine virtues and values that proactively embrace work and family life. PMID:26669775

Evaluation of a workplace hemochromatosis screening program.

PubMed

Stave, G M; Mignogna, J J; Powell, G S; Hunt, C M

1999-05-01

Hemochromatosis is a common inherited disorder of iron metabolism with significant health consequences for the employed population. Although screening for hemochromatosis has been recommended, workplace screening programs remain uncommon. In the first year of a newly initiated corporate screening program, 1968 employees were tested. The screening algorithm included measurement of serum iron and transferrin and subsequent ferritin levels in those employees with elevated iron/transferrin ratios. Thirteen percent of men and 21% of women had elevated iron/transferrin ratios. Of these, 14 men and 2 women had elevated ferritin levels. Of these 16, three had liver biopsies and all three have hemochromatosis. The cost of the screening program was $27,850. The cost per diagnosis was $9283 and the cost per year of life saved was $928. These costs compare very favorably with other common workplace screening programs. Several barriers to obtaining definitive diagnoses on all patients with a positive screening result were identified; strategies to overcome these barriers would further enhance the cost effectiveness of the program. We conclude that workplace hemochromatosis screening is highly cost effective and should be incorporated into health promotion/disease prevention programs.

Alpena Community College Workplace Partnership Project. Final Report.

ERIC Educational Resources Information Center

Alpena Community Coll., MI.

This document consists of materials produced during the Workplace Partnership Project (WPP), a National Workplace Literacy Program-funded workplace literacy partnership between Alpena Community College (ACC) in Alpena, Michigan, and area businesses. Presented first is a personal reflection in which the project director shares some of the lessons…

Self-Directed Workplace Literacy Distance Learning for Developmental Disabilities Workers. Final Report.

ERIC Educational Resources Information Center

Denny, Verna Haskins

The Self-Directed Workplace Literacy Distance Learning Project demonstrated a model workplace literacy program that helped direct care workers in state-operated developmental disabilities facilities improve their literacy skills for a changing workplace. During the project, 268 New York State Office of Mental Retardation and Developmental…

Developing a Concept of Workplace Well-Being for Greater China

ERIC Educational Resources Information Center

Ip, Po-Keung

2009-01-01

The aim of this paper is to construct a notion of well-being in the workplace applicable to Taiwan society as an example of the Chinese cultural communities. The construction involves the following steps. Different domains of the well-being in the workplace are identified based on the results of workplace research. A set of integrative values…

Formal versus Grass-Roots Training: Women, Work, and Computers.

ERIC Educational Resources Information Center

Brunet, Jean; Proulx, Serge

1989-01-01

Examines programs in Montreal, Canada, that offer microcomputing training--traditional private courses as well as an experimental, neighborhood-oriented "popular laboratory." Finds that both are used by men to advance their careers but that women use them to catch up and survive economically in a transformed workplace. (SR)

Occupational Literacy Education.

ERIC Educational Resources Information Center

Rush, R. Timothy; And Others

Intended for teachers of adult basic education as well as teachers in job retraining programs, this book focuses on the development of written and oral language competencies required in occupational and training settings. The first four chapters offer a concise synthesis of recent research on adult learning and on workplace literacy for ten…

Balancing Student Learning and Commercial Outcomes in the Workplace

ERIC Educational Resources Information Center

Lee, Geoffrey; McGuiggan, Robyn; Holland, Barbara

2010-01-01

Community engagement is growing across higher education. Cooperative education and other internships are well established in the literature as pedagogies with links to experiential and connected learning. Cooperative programs combine business, industry, educational providers and students paid on-the-job. Most studies of work-based learning focus…

Youth in the Workplace. The Dynamics of Learner Needs and Work Roles. Summary.

ERIC Educational Resources Information Center

Miguel, Richard J.

A two-year study addressed the problem of developing a typology of experiential education programs theoretically based and empirically tested that could guide systematic research on questions fundamental to workplace-based experiential education programs. The research question focused on was, "Can experiential education programs be classified…

Hotel & Food Service Industries. Workforce & Workplace Literacy Series.

ERIC Educational Resources Information Center

BCL Brief, 1992

1992-01-01

This brief gives an overview of the topic of workplace literacy for the hotel and food service industries and lists program contacts. The following organizations operate employee basic skills programs for hotel and food service employees, provide technical assistance, or operate grant programs: Essential Skills Resource Center; Language Training…

Workplace Basic Skills. A Study of 10 Canadian Programs.

ERIC Educational Resources Information Center

Taylor, Maurice

Presented in case study format, this report looks at different types of workplace literacy programs across Canada. It describes in some detail 10 particular work environments and the unique characteristics that have enabled each to offer quality worker education programs. Each case study provides information in these categories: profile (an…

ARCADO - Adding random case analysis to direct observation in workplace-based formative assessment of general practice registrars.

PubMed

Ingham, Gerard; Fry, Jennifer; Morgan, Simon; Ward, Bernadette

2015-12-10

Workplace-based formative assessments using consultation observation are currently conducted during the Australian general practice training program. Assessment reliability is improved by using multiple assessment methods. The aim of this study was to explore experiences of general practice medical educator assessors and registrars (trainees) when adding random case analysis to direct observation (ARCADO) during formative workplace-based assessments. A sample of general practice medical educators and matched registrars were recruited. Following the ARCADO workplace assessment, semi-structured qualitative interviews were conducted. The data was analysed thematically. Ten registrars and eight medical educators participated. Four major themes emerged - formative versus summative assessment; strengths (acceptability, flexibility, time efficiency, complementarity and authenticity); weaknesses (reduced observation and integrity risks); and contextual factors (variation in assessment content, assessment timing, registrar-medical educator relationship, medical educator's approach and registrar ability). ARCADO is a well-accepted workplace-based formative assessment perceived by registrars and assessors to be valid and flexible. The use of ARCADO enabled complementary insights that would not have been achieved with direct observation alone. Whilst there are some contextual factors to be considered in its implementation, ARCADO appears to have utility as formative assessment and, subject to further evaluation, high-stakes assessment.

The Risks Of Using Workplace Wellness Programs To Foster A Culture Of Health.

PubMed

Madison, Kristin M

2016-11-01

In many respects, employers are well positioned to take a leading role in helping create a culture of health. Employers have access to many programs that could be beneficial to their employees' health. The potential for financial gains related to health improvement may motivate employers to offer these programs, and if the gains are realized, they may help finance the programs. At the same time, employers' involvement in such programs may create substantial risks. Enthusiasm about the financial and health gains that wellness programs might yield coexists with concerns about health costs shouldered by employees, the possibility of employment discrimination, and the potential for employers' invasion of employees' privacy. A fragmented regulatory regime, including a recently issued final rule under the Americans with Disabilities Act, has been created to address these concerns. Whether the regime strikes the right balance between wellness program benefits and risks remains to be determined. Project HOPE—The People-to-People Health Foundation, Inc.

Healthy Workplaces? A Survey of Massachusetts Employers

PubMed Central

Tremblay, Patricia A.; Nobrega, Suzanne; Davis, Letitia; Erck, Elizabeth; Punnett, Laura

2018-01-01

Purpose This study examines worksite health promotion (WHP) and occupational health and safety (OHS) activities by Massachusetts employers, and the extent to which workplaces with programming in one domain were more likely to have the other as well. Design In 2008, the Massachusetts Department of Public Health surveyed a stratified sample of Massachusetts worksites. Setting A mailed questionnaire to be completed by workplace representatives. Subjects Massachusetts worksites returning the questionnaire. Measures Questionnaire items about worksite characteristics, WHP, and some OHS practices. Analysis We scored levels of WHP and OHS activity; examined the relationship between activities in the two domains by employer characteristics; and assessed self-reported coordination between them. Results The 890 responding worksites had higher scores for OHS (mean = 48% of practices, SD = 24%) than WHP (mean = 20%, SD = 12%). The difference between these scores varied by a factor of two across industry sectors and was smallest for workforces of 100+ employees (p = .001). Employers with no unionized workers reported fewer activities in both domains (p < .0001). Only 28% of respondents reported always/often coordinating OHS and WHP efforts; these organizations had more activities overall in both domains. Conclusion Larger and unionized workplaces in Massachusetts were more likely to offer both WHP and OHS programming. Self-reported coordination was somewhat associated with more activity in both domains, although levels of WHP activity varied widely. PMID:23470184

Well-being in the workplace through interaction between individual characteristics and organizational context

PubMed Central

Biggio, Gianluca

2013-01-01

Well-being in the workplace is considered by many authors to be the outcome of the interaction between individual characteristics and those of the working and organizational environment. This study aims to understand the significance attributed to the concept of well-being in the workplace by employees, its influencing factors, and, among those, the role of individual psychological characteristics. The research was conducted on a sample of 72 employees using a qualitative approach based on focus groups and individual interviews. Data analysis was performed by a paper and pencil technique. The focus groups and interviews collected 628 statements, which were divided into three main areas: meaning of well-being in the workplace (248), any kind factors that affect well-being in the workplace (158), and individual characteristics that affect well-being in the workplace (222). The individual characteristics identified by the participants as capable of influencing well-being in the workplace include being positive, communication, management of difficulties and conflicts, socio-emotional skills, and values. The research was limited by the participants involved and by the sole use of the paper and pencil technique of data analysis. Results highlight that well-being in the workplace does not depend exclusively on external conditions in terms of the working and organizational environment within which the individual operates: so, it could be promoted not only from above, through actions by management, but also from below, influencing individual traits and behaviours. Results would be useful for developing training, workplace counselling, and organizational development activities aimed to support small groups, leaders, and other strategic players in the construction of the subsystems of well-being in the workplace. PMID:23422265

Well-being in the workplace through interaction between individual characteristics and organizational context.

PubMed

Biggio, Gianluca; Cortese, Claudio G

2013-02-18

Well-being in the workplace is considered by many authors to be the outcome of the interaction between individual characteristics and those of the working and organizational environment. This study aims to understand the significance attributed to the concept of well-being in the workplace by employees, its influencing factors, and, among those, the role of individual psychological characteristics. The research was conducted on a sample of 72 employees using a qualitative approach based on focus groups and individual interviews. Data analysis was performed by a paper and pencil technique. The focus groups and interviews collected 628 statements, which were divided into three main areas: meaning of well-being in the workplace (248), any kind factors that affect well-being in the workplace (158), and individual characteristics that affect well-being in the workplace (222). The individual characteristics identified by the participants as capable of influencing well-being in the workplace include being positive, communication, management of difficulties and conflicts, socio-emotional skills, and values. The research was limited by the participants involved and by the sole use of the paper and pencil technique of data analysis. Results highlight that well-being in the workplace does not depend exclusively on external conditions in terms of the working and organizational environment within which the individual operates: so, it could be promoted not only from above, through actions by management, but also from below, influencing individual traits and behaviours. Results would be useful for developing training, workplace counselling, and organizational development activities aimed to support small groups, leaders, and other strategic players in the construction of the subsystems of well-being in the workplace.

Workplace health promotion for older workers: a systematic literature review.

PubMed

Poscia, Andrea; Moscato, Umberto; La Milia, Daniele Ignazio; Milovanovic, Sonja; Stojanovic, Jovana; Borghini, Alice; Collamati, Agnese; Ricciardi, Walter; Magnavita, Nicola

2016-09-05

Aging of the workforce is a growing problem. As workers age, their physical, physiological and psychosocial capabilities change. Keeping older workers healthy and productive is a key goal of European labor policy and health promotion is a key to achieve this result. Previous studies about workplace health promotion (WHP) programs are usually focused on the entire workforce or to a specific topic. Within the framework of the EU-CHAFEA ProHealth65+ project, this paper aims to systematically review the literature on WHP interventions specifically targeted to older workers (OWs). This systematic review was conducted by making a comprehensive search of MEDLINE, ISI Web of Science, SCOPUS, The Cochrane Library, CINAHL and PsychINFO databases. Search terms included ageing (and synonyms), worker (and synonyms), intervention (and synonyms), and health (and synonyms). The search was limited to papers in English or Italian published between January, 1(st) 2000 and May, 31(st) 2015. Relevant references in the selected articles were also analyzed. Of the 299 articles initially identified as relating to the topic, 18 articles met the inclusion criteria. The type, methods and outcome of interventions in the WHP programs retrieved were heterogenous, as was the definition of the age at which a worker is considered to be 'older'. Most of the available studies had been conducted on small samples for a limited period of time. Our review shows that, although this issue is of great importance, studies addressing WHP actions for OWs are few and generally of poor quality. Current evidence fails to show that WHP programs improve the work ability, productivity or job retention of older workers. In addition, there is limited evidence that WHP programs are effective in improving lifestyles and concur to maintain the health and well-being of older workers. There is a need for future WHP programs to be well-designed so that the effectiveness and cost-benefit of workplace interventions can be properly investigated.

Level 1 Electric Vehicle Charging Stations at the Workplace

DOE Office of Scientific and Technical Information (OSTI.GOV)

Smith, Margaret

2016-07-29

Level 1 charging (110-120 V) can be a good fit for many workplace charging programs. This document highlights the experiences of a selection of Workplace Charging Challenge partners that use Level 1 charging.

Basic Workplace Skills: The Foundation for Productivity Improvement. Workforce Brief #4.

ERIC Educational Resources Information Center

Bergman, Terri

Studies have confirmed that there is a strong correlation between employees' levels of basic workplace skills and their productivity in the workplace. Programs to build basic workplace skills have been shown to yield the following positive results: more instances of employees using reading and writing on the job, higher employee participation in…

Workplace Literacy Programs: Variations of Approach and Limits of Impact.

ERIC Educational Resources Information Center

Mikulecky, Larry

Six workplace literacy programs were evaluated for impact upon learners, learners' families, and learners' productivity. Site 1 was an automotive plant where learners were involved in technical preparation, the General Educational Development program, and English as a Second Language (ESL). Site 2 was a wood-processing plant with a communication…

Workplace ESL Literacy Program of the Los Angeles Herald Examiner Newspaper.

ERIC Educational Resources Information Center

Herald Examiner, Los Angeles, CA.

This packet of materials from the Los Angeles Herald Examiner's English-as-a-Second-Language (ESL) workplace literacy program, defunct since the newspaper's closing, contains the following items: an overview of the program; a list of units and subunits; two sample lesson plans; teacher guidelines about evaluation and progress; lists of specific…

Effectiveness and benefit-cost of peer-based workplace substance abuse prevention coupled with random testing.

PubMed

Miller, Ted R; Zaloshnja, Eduard; Spicer, Rebecca S

2007-05-01

Few studies have evaluated the impact of workplace substance abuse prevention programs on occupational injury, despite this being a justification for these programs. This paper estimates the effectiveness and benefit-cost ratio of a peer-based substance abuse prevention program at a U.S. transportation company, implemented in phases from 1988 to 1990. The program focuses on changing workplace attitudes toward on-the-job substance use in addition to training workers to recognize and intervene with coworkers who have a problem. The program was strengthened by federally mandated random drug and alcohol testing (implemented, respectively, in 1990 and 1994). With time-series analysis, we analyzed the association of monthly injury rates and costs with phased program implementation, controlling for industry injury trend. The combination of the peer-based program and testing was associated with an approximate one-third reduction in injury rate, avoiding an estimated $48 million in employer costs in 1999. That year, the peer-based program cost the company $35 and testing cost another $35 per employee. The program avoided an estimated $1850 in employer injury costs per employee in 1999, corresponding to a benefit-cost ratio of 26:1. The findings suggest that peer-based programs buttressed by random testing can be cost-effective in the workplace.

48 CFR 3023.501 - Applicability.

Code of Federal Regulations, 2012 CFR

2012-10-01

... ACQUISITION REGULATION (HSAR) SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 3023.501... the Drug-Free Workplace requirements of FAR subpart 23.5 in contracts supporting undercover law...

48 CFR 3023.501 - Applicability.

Code of Federal Regulations, 2013 CFR

2013-10-01

... ACQUISITION REGULATION (HSAR) SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 3023.501... the Drug-Free Workplace requirements of FAR subpart 23.5 in contracts supporting undercover law...

48 CFR 3023.501 - Applicability.

Code of Federal Regulations, 2014 CFR

2014-10-01

... ACQUISITION REGULATION (HSAR) SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 3023.501... the Drug-Free Workplace requirements of FAR subpart 23.5 in contracts supporting undercover law...

A literature review describing the role of return-to-work coordinators in trial programs and interventions designed to prevent workplace disability.

PubMed

Shaw, William; Hong, Quan-Nha; Pransky, Glenn; Loisel, Patrick

2008-03-01

Return-to-work (RTW) coordination has been suggested as an effective strategy for preventing workplace disability, but the scope of these services is not well described. The objective of this study was to describe the activities of RTW coordinators in published trials to provide a basis for establishing necessary competencies. A keyword search of MEDLINE and CINAHL databases was conducted to identify intervention studies with a RTW coordinator providing direct, on-site workplace liaison to reduce work absences associated with physical health ailments. This search yielded 2,383 titles that were inspected by two examiners. Using a stepwise process that allowed for assessment of inter-observer agreement, 90 full articles were selected and reviewed, and 40 articles (22 studies) met criteria for inclusion. All but two studies (of traumatic brain injury) focused on musculoskeletal conditions or work injuries. Twenty-nine RTW coordinator activities were identified, but there was variation in the training background, workplace activities, and contextual setting of RTW coordinators. Based on reported RTW coordinator activities, six preliminary competency domains were identified: (1) ergonomic and workplace assessment; (2) clinical interviewing; (3) social problem solving; (4) workplace mediation; (5) knowledge of business and legal aspects; and (6) knowledge of medical conditions. Principal activities of RTW coordination involve workplace assessment, planning for transitional duty, and facilitating communication and agreement among stakeholders. Successful RTW coordination may depend more on competencies in ergonomic job accommodation, communication, and conflict resolution than on medical training.

Financial Incentives, Workplace Wellness Program Participation, and Utilization of Health Care Services and Spending.

PubMed

Fronstin, Paul; Roebuck, M Christopher

2015-08-01

This paper analyzes data from a large employer that enhanced financial incentives to encourage participation in its workplace wellness programs. It examines, first, the effect of financial incentives on wellness program participation, and second, it estimates the impact of wellness program participation on utilization of health care services and spending. The Patient Protection and Affordable Care Act of 2010 (PPACA) allows employers to provide financial incentives of as much as 30 percent of the total cost of coverage when tied to participation in a wellness program. Participation in health risk assessments (HRAs) increased by 50 percentage points among members of unions that bargained in the incentive, and increased 22 percentage points among non-union employees. Participation in the biometric screening program increased 55 percentage points when financial incentives were provided. Biometric screenings led to an average increase of 0.31 annual prescription drug fills, with related spending higher by $56 per member per year. Otherwise, no significant effects of participation in HRAs or biometric screenings on utilization of health care services and spending were found. The largest increase in medication utilization as a result of biometric screening was for statins, which are widely used to treat high cholesterol. This therapeutic class accounted for one-sixth of the overall increase in prescription drug utilization. Second were antidepressants, followed by ACE inhibitors (for hypertension), and thyroid hormones (for hypothyroidism). Biometric screening also led to significantly higher utilization of biologic response modifiers and immunosuppressants. These specialty medications are used to treat autoimmune diseases, such as rheumatoid arthritis and multiple sclerosis, and are relatively expensive compared with non-specialty medications. The added spending associated with the combined increase in fills of 0.02 was $27 per member per year--about one-half of the overall increase in prescription drug spending from those who participated in biometric screenings.

Workplace Violence Training Programs for Health Care Workers: An Analysis of Program Elements.

PubMed

Arbury, Sheila; Hodgson, Michael; Zankowski, Donna; Lipscomb, Jane

2017-06-01

Commercial workplace violence (WPV) prevention training programs differ in their approach to violence prevention and the content they present. This study reviews 12 such programs using criteria developed from training topics in the Occupational Safety and Health Administration's (OSHA) Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers and a review of the WPV literature. None of the training programs addressed all the review criteria. The most significant gap in content was the lack of attention to facility-specific risk assessment and policies. To fill this gap, health care facilities should supplement purchased training programs with specific training in organizational policies and procedures, emergency action plans, communication, facility risk assessment, and employee post-incident debriefing and monitoring. Critical to success is a dedicated program manager who understands risk assessment, facility clinical operations, and program management and evaluation.

77 FR 34951 - Agency Forms Undergoing Paperwork Reduction Act Review

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-12

... National Healthy Worksite Program--New--National Center for Chronic Disease Prevention and Health Promotion...), a comprehensive workplace health promotion program to address physical activity, nutrition, and... of participating NHWP worksites; to describe implementation and costs of workplace health promotion...

Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.

PubMed

Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S

2017-02-01

An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.

Career Skills Enhancement Program (CSEP). A National Workplace Literacy Program, Final Report To Cover Activities April 1, 1990-September 30, 1991.

ERIC Educational Resources Information Center

Gray, Brenda

The Career Skills Enhancement Program (CSEP) was a National Workplace Literacy Program offered to Santa Clara County (California) Office of Education (COE) employees. A job skills study involved personal interviews, job shadowing, and examination of job descriptions and materials used by employees. Based on the study and initial needs assessment,…

Performance Against WELCOA's Worksite Health Promotion Benchmarks Across Years Among Selected US Organizations.

PubMed

Weaver, GracieLee M; Mendenhall, Brandon N; Hunnicutt, David; Picarella, Ryan; Leffelman, Brittanie; Perko, Michael; Bibeau, Daniel L

2018-05-01

The purpose of this study was to quantify the performance of organizations' worksite health promotion (WHP) activities against the benchmarking criteria included in the Well Workplace Checklist (WWC). The Wellness Council of America (WELCOA) developed a tool to assess WHP with its 100-item WWC, which represents WELCOA's 7 performance benchmarks. Workplaces. This study includes a convenience sample of organizations who completed the checklist from 2008 to 2015. The sample size was 4643 entries from US organizations. The WWC includes demographic questions, general questions about WHP programs, and scales to measure the performance against the WELCOA 7 benchmarks. Descriptive analyses of WWC items were completed separately for each year of the study period. The majority of the organizations represented each year were multisite, multishift, medium- to large-sized companies mostly in the services industry. Despite yearly changes in participating organizations, results across the WELCOA 7 benchmark scores were consistent year to year. Across all years, benchmarks that organizations performed the lowest were senior-level support, data collection, and programming; wellness teams and supportive environments were the highest scoring benchmarks. In an era marked with economic swings and health-care reform, it appears that organizations are staying consistent in their performance across these benchmarks. The WWC could be useful for organizations, practitioners, and researchers in assessing the quality of WHP programs.

Interactive effects of work psychosocial factors on participation in workplace wellness programs.

PubMed

Sangachin, Mahboobeh Ghesmaty; Cavuoto, Lora A

2018-01-01

This study explored concurrent effects of six work psychosocial factors on current participation and the self-reported likelihood of future participation in workplace wellness programs using a cross-sectional survey, an ad hoc focus group, and structured interviews. Classification and regression tree analysis was used to analyze survey responses from 343 employees (194 nonparticipants, 95 participants, and 54 engaged participants). A thematic analysis of focus group ( n = 7) and interview ( n = 5) narratives was also undertaken. In combination with high work control, high superior support was associated with an engaged participant profile. Job demand was the third important variable with low and very high levels associated with participation. With regard to high likelihood of future participation, among respondents with age older than 50, high predictability of occupational activities and control were identified as a significant factor, and among others, high superior support and control. The analysis of narratives revealed peer relations and flexible working hours to be positively linked to participation and general job stress was identified as having a bidirectional relationship. Employees stated that stress led them to take advantage of these programs as a source of relief and that their availability/participation has contributed to lowering their stress. These findings inform practitioners about the importance of addressing poor psychosocial factors as a participation barrier and having a holistic approach to employee well-being.

Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives. Diversity in the Workforce Series Report #2.

ERIC Educational Resources Information Center

Wentling, Rose Mary; Palma-Rivas, Nilda

To obtain information on workplace diversity initiatives and programs, 12 diversity experts were interviewed. Participants identified organizational and individual barriers to the advancement of diverse groups in the workplace. The following factors were most likely to influence diversity in the workplace: demographic changes, global marketplace,…

Workshops in the Workplace: A Guidebook for Administrators and Instructors Providing Workplace Education to the Health and Manufacturing Industries.

ERIC Educational Resources Information Center

Bitterman, Jeanne E.

This guidebook, which is intended for educational professionals who are seeking to establish liaisons with business partners and provide workplace education to the health and manufacturing industries, contains strategies and issues that workplace education program administrators and instructors should consider when designing and delivering onsite…

Workshops in the Workplace. A Business Education Partnership. November 1, 1994-January 31, 1998. Final Report.

ERIC Educational Resources Information Center

Bronx Community Coll., NY.

This document consists of the final report and evaluation report of the Workshops in the Workplace, a workplace education program that was a business education partnership. The final report describes the following: the partners--three manufacturing firms and a medical facility; the areas addressed--workplace education as a second language, problem…

Knowledge and Control in the Flexible Workplace. EAE610 The Changing Workplace: Part B.

ERIC Educational Resources Information Center

Watkins, Peter

This publication is part of the study materials for the distance education course, The Changing Workplace: Part B, in the Open Campus Program at Deakin University. The first part of the document examines current thinking regarding knowledge and control in workplaces emphasizing flexible production systems, flexible technology, and a flexible work…

Problem-based learning and the workplace: do dental hygienists in Hong Kong continue to use the skills acquired in their studies?

PubMed

Cheng, Brenda Siu Shan

2009-08-01

Problem-based learning (PBL) has been implemented in the dental hygiene program at the University of Hong Kong since 2001, but research is lacking to address the level of retention in the workplace. The purpose of this study was to explore whether dental hygienists continue to use their PBL skills and how well those skills are being applied in the workplace. A total of eighteen dental hygienists from the 2006 program were invited to participate in this study. A survey was conducted and follow-up group interviews carried out in 2008. The results revealed that dental hygienists continue to use the PBL skills of communication with the patient, patient education, and independent learning, but seldom use dental knowledge, teamwork, and communication with colleagues. Critical thinking, self-evaluation, and lifelong learning skills showed contradictory results. Besides, stressors under individual work environments, including certain Chinese cultural values, affect the way in which dental hygienists utilize PBL skills. This study concludes that the PBL approach is a worthwhile learning process for dental hygiene. However, many different variables affect the effectiveness of applying PBL skills after academic training, especially under the influence of Chinese culture in Hong Kong.

Rethinking Technical Communication Pedagogy: A Poststructuralist View of Program and Course Design.

ERIC Educational Resources Information Center

Woolever, Kristin R.

Technical communication specialists today really have to be technology experts as well as effective writers--even their titles have changed to "information designers, information engineers, or document developers." Teachers of technical communication should be up to date in the classroom to meet the changing needs of the workplace.…

Students' Learning Activities within and between the Contexts of Education and Work

ERIC Educational Resources Information Center

Endedijk, Maaike D.; Bronkhorst, Larike H.

2014-01-01

Many professional educational programs combine learning at an educational institute with learning in the workplace. The differences between these contexts, and the resulting challenges for learning, have been well-documented. However, there are few studies that explore the same students' learning in both contexts, and even fewer that compare that…

Raising a Programmer: Teaching Saudi Children How to Code

ERIC Educational Resources Information Center

Meccawy, Maram

2017-01-01

Teaching computer coding to children from a young age provides with them a competitive advantage for the future in a continually changing workplace. Programming strengthens logical and critical thinking as well as problem-solving skills, which lead to creative solutions for today's problems. The Little Programmer is an application for mobile…

POWER for Progress: A Model for Partnerships in Workplace Literacy.

ERIC Educational Resources Information Center

Triton Coll., River Grove, IL.

Project POWER is an educational program developed jointly by Triton College, River Grove, Illinois, and the Labor Management Center of the Mid-Metro Economic Development Group, for employees of local companies who are interested in improving basic skills in English, reading, mathematics, and writing, as well as for employees who want to prepare…

Motivating People To Be Physically Active. Physical Activity Intervention Series.

ERIC Educational Resources Information Center

Marcus, Bess H.; Forsyth, LeighAnn H.

This book describes proven methods for helping people change from inactive to active living. The behavior change methods are useful for healthy adults as well as individuals with chronic physical and psychological conditions. The book describes intervention programs for individuals and groups and for workplace and community settings. Part 1,…

The Three-Year (1995-1997) Workplace Literacy Program at Chinatown Manpower Project, Inc. Final Evaluation.

ERIC Educational Resources Information Center

Friedenberg, Joan E.

An external evaluation was conducted of the Workplace Literacy Program at Chinatown Manpower Project, Inc., which provided oral and written job-specific instruction in English as a second language to Chinese garment workers. The program was designed for underemployed garment industry workers with low English proficiency, including seamstresses,…

Integrating Industry Resources and Community Development: A Vision for the Future.

ERIC Educational Resources Information Center

Frost, Sally Joy

The Adult Basic Education Program at Umgeni Water, a water authority in South Africa, is a workplace literacy program that seeks to impart skills within the workplace that can be used in community development, benefiting both the business and community involved. From a pilot project in 1989, the adult education program at Umgeni Water has grown…

Building an Adult Workplace Literacy Program for Spanish-Speaking Carpenters

ERIC Educational Resources Information Center

Case, Rod E.; Ainsworth, John; Emerson, Rick

2004-01-01

This article provides a field-based account of how to develop and implement an adult workplace literacy program for English as a Second Language (ESL) students based upon the principles of a social practices definition of literacy. The purpose of the program is to provide basic literacy instruction for the growing population of Spanish-speaking…

Workplace Training Programs: Instruments for Human Capital Improvements or Screening Devices?

ERIC Educational Resources Information Center

Brunetti, Irene; Corsini, Lorenzo

2017-01-01

Purpose: The purpose of this paper is to analyse the effect of an Italian training program on the re-employment probability of young unemployed workers. The program consists exclusively of workplace training and is coordinated by employment centers, even if it is fully implemented by firms. Design/Methodology/Approach: The authors develop a…

Training Rural Special Educators to Transition to the Workplace: Lessons for Small Teacher Education Programs.

ERIC Educational Resources Information Center

Fallon, Moira A.; Hammons, Jo-Ann

There are many important workplace issues that must be considered when training rural special educators, particularly those who come from small rural environments with limited diversity. Teacher education programs and rural educators view practicum experiences as integral in transitioning from the training program to the diverse challenges of the…

76 FR 59574 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs: Federal Drug Testing...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-27

... 2105-AE13 Procedures for Transportation Workplace Drug and Alcohol Testing Programs: Federal Drug...) published an interim final rule (IFR) authorizing the use of a new Federal Drug Testing Custody and Control Form (CCF) in its drug testing program. Use of the form is authorized beginning October 1, 2010. This...

Hospital Job Skills Enhancement Program: A Workplace Literacy Project. Curriculum Manual.

ERIC Educational Resources Information Center

Chase, Nancy D.

This document describes a workplace literacy program designed to improve the literacy skills of entry-level workers in the housekeeping, food service, and laundry departments of Grady Memorial Hospital in Atlanta. An introduction describes the goals of the program and the employees served (low-literate adults who relied on word of mouth for most…

English as a Second Language for the Workplace. Worker Education Program. Curriculum Guide.

ERIC Educational Resources Information Center

Garcia, Paula; Keresztes-Nagy, Susan

The guide outlines the curriculum designed for a workplace literacy program for about 500 members of a clothing and textile workers union in the Chicago (Illinois) area. The program is intended to prepare workers for the challenges of work in an environment of constantly changing demographics, new technology, and shifting global economy. An…

10 CFR 851.11 - Development and approval of worker safety and health program.

Code of Federal Regulations, 2010 CFR

2010-01-01

... workers at multi-contractor workplaces. (3) The worker safety and health program must describe how the... may be performed at a covered workplace unless an approved worker safety and health program is in... 10 Energy 4 2010-01-01 2010-01-01 false Development and approval of worker safety and health...

48 CFR 23.500 - Scope of subpart.

Code of Federal Regulations, 2014 CFR

2014-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.500 Scope of subpart. This subpart implements 41 U.S.C. chapter 81, Drug-Free Workplace. [79 FR 24208, Apr. 29, 2014] ...

Promoting Tobacco Cessation and Smoke-Free Workplaces Through Community Outreach Partnerships in Puerto Rico

PubMed Central

Díaz-Toro, Elba C.; Fernández, Maria E.; Correa-Fernández, Virmarie; Calo, William A.; Ortiz, Ana Patricia; Mejía, Luz M.; Mazas, Carlos A.; Santos-Ortiz, María del Carmen; Wetter, David W.

2014-01-01

Background Puerto Rico (PR) has a lower smoking prevalence than the United States (14.8% vs. 21.2%, respectively); nevertheless, the five leading causes of death are associated with smoking. There is a need to implement evidence-based tobacco control strategies in PR. Objectives The Outreach Pilot Program (OPP) was designed to engage communities, health professionals, and researchers in a network to advance health promotion activities and research to increase the use of the PR Quitline (PRQ) among smokers and promoting policies in support of smoke-free workplaces. Methods Using community-based participatory research (CBPR) methods, the OPP mobilized a network of community and academic partners to implement smoking cessation activities including referrals to the PRQ, adoption of evidence-based smoking cessation programs, and promotion of smoke-free legislation. Results Eighty organizations participated in the OPP. Collaborators implemented activities that supported the promotion of the PRQ and smoke-free workplaces policy and sponsored yearly trainings, including tobacco control conferences. From 2005 to 2008, physician referrals to the PRQ increased from 2.6% to 7.2%. The number of annual smokers receiving cessation services through the PRQ also increased from 703 to 1,086. The OPP shepherded a rigorous smoke-free law through participation in the development, promotion, and implementation of the smoke-free workplaces legislation as well as the creation of the PR Tobacco Control Strategic Plan, launched in 2006. Conclusions This project demonstrates the feasibility of developing a successful and sustainable community-based outreach program model that enlists the participation of academic researchers, community organizations, and health care providers as partners to promote tobacco control. PMID:25152097

Improving Scientific Communication and Publication Output in a Multidisciplinary Laboratory: Changing Culture Through Staff Development Workshops

DOE Office of Scientific and Technical Information (OSTI.GOV)

Noonan, Christine F.; Stratton, Kelly G.

Communication plays a fundamental role in science and engineering disciplines. However, many higher education programs provide little, if any, technical communication coursework. Without strong communication skills scientists and engineers have less opportunity to publish, obtain competitive research funds, or grow their careers. This article describes the role of scientific communication training as an innovative staff development program in a learning-intensive workplace – a national scientific research and development laboratory. The findings show that involvement in the workshop has increased overall participating staff annual publications by an average of 61 percent compared to their pre-workshop publishing performance as well as confidencemore » level in their ability to write and publish peer-reviewed literature. Secondary benefits include improved information literacy skills and the development of informal communities of practice. This work provides insight into adult education in the workplace.« less

Impact of a Workplace Health Promotion Program on Employees' Blood Pressure in a Public University.

PubMed

Eng, J Y; Moy, F M; Bulgiba, A

2016-01-01

Workplace health promotion is important in the prevention of non-communicable diseases among employees. Previous workplace health programs have shown benefits such as lowered disease prevalence, reduced medical costs and improved productivity. This study aims to evaluate the impact of a 6-year workplace health promotion program on employees' blood pressure in a public university. In this prospective cohort study, we included 1,365 employees enrolled in the university's workplace health promotion program, a program conducted since 2008 and using data from the 2008-2013 follow-up period. Participants were permanent employees aged 35 years and above, with at least one follow up measurements and no change in antihypertensive medication during the study period. Baseline socio-demographic information was collected using a questionnaire while anthropometry measurements and resting blood pressure were collected during annual health screening. Changes in blood pressure over time were analyzed using a linear mixed model. The systolic blood pressure in the hypertension subgroup decreased 2.36 mmHg per year (p<0.0001). There was also significant improvement in systolic blood pressure among the participants who were at risk of hypertension (-0.75 mmHg, p<0.001). The diastolic blood pressure among the hypertensive and at risk subgroups improved 1.76 mmHg/year (p<0.001) and 0.56 mmHg/year (p<0.001), respectively. However, there was no change in both systolic and diastolic blood pressure among participants in the healthy subgroup over the 6-year period. This study shows that continuing participation in workplace health promotion program has the potential to improve blood pressure levels among employees.

Evaluation of a Workplace-Based Sleep Education Program.

PubMed

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; McCluskey, Maureen; Erickson, Denise; Barone, Daniel; Lattarulo, Charles; Schultz, Alyssa B

2016-09-01

Poor sleep is common among working adults. Chronic sleep deprivation is associated with health problems. A healthy sleep educational program (using webinars and other intranet-based resources) was offered to employees of a financial services corporation. In 2015, a total of 357 employees (50% completion rate) completed both a pre- and post-program questionnaire assessing sleep quality and workplace productivity. Many aspects of sleep statistically improved from T1 to T2 for program participants. These included improvements in hours of sleep, sleep quality, ease of getting asleep, feeling rested, nights of poor sleep, job performance, days of sleepiness, and others. Employees reporting any limitation in productivity also showed significant improvement. This workplace healthy sleep intervention was associated with significant improvements in sleep quality and quantity among program participants.

Stakeholder evaluation of an online program to promote physical activity and workplace safety for individuals with disability.

PubMed

Nery-Hurwit, Mara; Kincl, Laurel; Driver, Simon; Heller, Brittany

2017-08-01

Individuals with disabilities face increasing health and employment disparities, including increased risk of morbidity and mortality and decreased earnings, occupational roles, and greater risk of injury at work. Thus, there is a need to improve workplace safety and health promotion efforts for people with disability. The purpose of this study was to obtain stakeholder feedback about an online program, Be Active, Work Safe, which was developed to increase the physical activity and workplace safety practices of individuals with disability. Eight stakeholders (content experts and individuals with disability) evaluated the 8-week online program and provided feedback on accessibility, usability, and content using quantitative and qualitative approaches. Stakeholders suggested changes to the organization, layout and accessibility, and content. This included making a stronger connection between the physical activity and workplace safety components of the program, broadening content to apply to individuals in different vocational fields, and reducing the number of participant assessments. Engaging stakeholders in the development of health promotion programs is critical to ensure the unique issues of the population are addressed and facilitate engagement in the program. Feedback provided by stakeholders improved the program and provided insight on barriers for adoption of the program. Copyright © 2017 Elsevier Ltd. All rights reserved.

Employee entitlements during pregnancy and maternal psychological well-being.

PubMed

Cooklin, Amanda R; Rowe, Heather J; Fisher, Jane R W

2007-12-01

Antenatal psychological well-being is multifactorially determined, including by social circumstances. Evidence suggests that workplace conditions are salient determinants of mental health, but it is not known whether employment conditions influence antenatal psychological well-being. To investigate the relationship between employment conditions and antenatal psychological well-being in Australian women. A sociodemographically diverse consecutive cohort of employed nulliparous women was recruited in late pregnancy. Data were collected by a structured interview assessing sociodemographic characteristics, employment arrangements, experience of pregnancy-related discrimination, and access to maternity leave entitlements. Participants completed two standardised psychometric measures of maternal mood: the Edinburgh Depression Scale (EDS) and the Profile of Mood States (PoMS). Comparisons of self-reported mood were made between women by experience of workplace adversity, using a composite measure of workplace events. Of 205 eligible women, 165 agreed to participate. Of these, 114 of 165 (69%) reported at least one form of workplace adversity during pregnancy. More women without private health insurance (78%) reported workplace adversity than those who were privately insured (57%) (chi2(1)=6.95, P=0.008). Women experiencing workplace adversity had significantly worse psychological well-being as indicated by the EDS score (7.7+/-5.1) than those who were experiencing no workplace adversity (5.5+/-3.4), mean difference (95% CI)=-2.2 (-3.7 to -0.8), P=0.003. Similar results were reported for the PoMS. Workplace adversity during pregnancy is associated with poorer maternal psychological well-being. Workplace conditions and entitlements are salient factors for consideration in assessments of antenatal psychosocial well-being.

Evaluating Workplace English Language Programs

ERIC Educational Resources Information Center

Ekkens, Kristin; Winke, Paula

2009-01-01

Companies across the United States provide workplace English classes to non-native-English-speaking employees to increase productivity, retention, and on-the-job safety. Institutions that financially support the programs often require evidence of learning through standardized tests as a prerequisite for continued funding. However, the tests…

National Workplace Literacy Program. 1993 Abstracts.

ERIC Educational Resources Information Center

Office of Vocational and Adult Education (ED), Washington, DC. National Workplace Literacy Program.

This publication presents the abstracts of the 57 National Workplace Literacy Program 1993 projects. Each abstract provides the following information: project title; award number; project director; awardee; address; telephone and fax numbers; funds by fiscal year (federal and nonfederal); award period; federal project officer; objectives;…

Workplace Learning: A Concept in Off-Campus Teaching.

ERIC Educational Resources Information Center

Rose, Emma; McKee, Willie; Temple, Bryan K.; Harrison, David K.; Kirkwood, D.

2001-01-01

Discusses types of university-provided workplace learning; identifies problems posed by employee turnover and lack of equipment. Suggests that the problem of too few students to have a cost-effective program can be solved by clustering program offerings for small businesses. (Contains 25 references.) (SK)

Informal interprofessional learning: an untapped opportunity for learning and change within the workplace.

PubMed

Nisbet, Gillian; Lincoln, Michelle; Dunn, Stewart

2013-11-01

In this paper, we explore the educational and workplace learning literature to identify the potential and significance for informal interprofessional learning within the workplace. We also examine theoretical perspectives informing informal workplace interprofessional learning. Despite numerous studies focusing on formal interprofessional education programs, we suggest that informal interprofessional learning opportunities are currently unrealized. We highlight reasons for a focus on learning within the workplace and the potential benefits within an interprofessional context.

Workplace Education Guide, 1999.

ERIC Educational Resources Information Center

Massachusetts State Dept. of Education, Boston.

These eight chapters share diverse experiences, lessons, and tips gleaned by the Massachusetts Workplace Literacy Consortium. "Workplace Needs Analysis (WNA)" (Harneen Chernow, Emily Singer, Jenny Lee Utech) focuses on the Worker Education Program's (WEP's) strategy, including tools, access, interviews and focus groups, presenting findings to the…

At the sources of one's well-being: early rehabilitation for employees with symptoms of distress.

PubMed

Kuoppala, Jaana; Kekoni, Jouni

2013-07-01

To examine the effects of a new multifaceted early rehabilitation program on employee well-being targeted on distressed employees in small-to-medium sized workplaces. Fifty-two employees (92% women; age: 34 to 66 years) participated in five biweekly sessions with one follow-up day at 6 months. Rehabilitation professionals specially trained for the mindfulness method covered topics from health, nutrition, sleep, physical activity to stress management. Employees were divided by their well-being level at baseline into "healthy" and "symptomatic" groups. Main outcomes were job, mental, and physical well-being. Well-being among the symptomatic employees reached that of the healthy ones at baseline. Also, the healthy participants benefited from the program to a small degree. The preliminary findings of this new program are promising although more research is needed on its effects and cost-effectiveness.

National Workplace Literacy Program (NWL) at Chinatown Manpower Project, Inc. Final Performance Report.

ERIC Educational Resources Information Center

Tse, Ivy Au

The Chinatown Manpower Workplace Literacy Program was funded by the United States Department from November 1, 1993 to April 30, 1995. The program consisted of three 18-week cycles, each comprised of 50 hours of instruction of garment-related English and English as a Second Language aimed at upgrading the literacy level of Chinese workers;…

Relationships among work stress, job satisfaction, mental health, and healthy lifestyle behaviors in new graduate nurses attending the nurse athlete program: a call to action for nursing leaders.

PubMed

Melnyk, Bernadette Mazurek; Hrabe, David P; Szalacha, Laura A

2013-01-01

Although nurses are educated to take outstanding care of others, they themselves often have poor health outcomes, including high rates of depression and obesity, which are associated with stressful work environments. Furthermore, a high percentage of new graduate nurses leave their positions in the first year of employment, resulting in exorbitant costs to health care systems. The aim of this study was to determine the relationships among key variables that influence job satisfaction and healthy lifestyle behaviors of new graduate nurses, including workplace stress, work environment, lifestyle beliefs, and mental health. A descriptive correlational design was used with baseline data from 61 new graduate nurses attending the 2-day Nurse Athlete program, a workshop that focuses on nutrition, energy management, and physical activity. Higher levels of workplace stress were associated with higher levels of depression and anxiety as well as lower levels of resiliency, job satisfaction, and healthy lifestyle beliefs. Nurse leaders and managers must invest in creating healthy work environments for new and experienced nurses as well as provide mental health screening, resources, and intervention programs that focus on education and skills-building in health promoting behaviors, including emotional regulation of stress, anxiety, and depression.

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

Marketing Manual: Workplace Literacy.

ERIC Educational Resources Information Center

Fanshawe Coll., Strathroy (Ontario).

This manual applies marketing concepts and methods, selling techniques and principles to the workplace literacy program for the purpose of assisting individuals involved in promoting and selling these programs. Part I provides a rationale for marketing and discusses the following: the role of the sponsor in marketing, market versus marketing,…

A New Competitive Edge. Volunteers from the Workplace.

ERIC Educational Resources Information Center

Vizza, Cynthia; And Others

This book provides information on workplace volunteering and how employee volunteering programs operate in specific corporate cultures. Chapter 1 focuses on the rationale upon which corporate volunteer programs are constructed. The rationale's four basic components are discussed in detail: quality of life, worker participation, responding to…

75 FR 76478 - Mandatory Guidelines for Federal Workplace Drug Testing Programs

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-08

... DEPARTMENT OF HEALTH AND HUMAN SERVICES Mandatory Guidelines for Federal Workplace Drug Testing... Drug Testing Programs (Mandatory Guidelines) which took effect on October 1, 2010 address the role and... Federal employee drug testing results that seek approval by the Secretary must submit their qualifications...

78 FR 25282 - Agency Information Collection Activities: Proposed Collection; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-04-30

... Project: Mandatory Guidelines for Federal Workplace Drug Testing Programs (OMB No. 0930-0158)--Revision SAMHSA's Mandatory Guidelines for Federal Workplace Drug Testing Programs will request OMB approval for the Federal Drug Testing Custody and Control Form for federal agency and federally regulated drug...

Cautions: Implementing Interpersonal Interaction in Workplace E-Learning

ERIC Educational Resources Information Center

Githens, Rod P.

2006-01-01

E-learning programs in workplaces have been slow to incorporate social and collaborative methods. Although these programs provide flexibility and cost savings, poor learning outcomes and low completion rates have caused some organizations to transition to approaches that include interpersonal interaction. In reviewing studies of e-learning…

Restaurant supervisor safety training: evaluating a small business training intervention.

PubMed

Bush, Diane; Paleo, Lyn; Baker, Robin; Dewey, Robin; Toktogonova, Nurgul; Cornelio, Deogracia

2009-01-01

We developed and assessed a program designed to help small business owners/managers conduct short training sessions with their employees, involve employees in identifying and addressing workplace hazards, and make workplace changes (including physical and work practice changes) to improve workplace safety. During 2006, in partnership with a major workers' compensation insurance carrier and a restaurant trade association, university-based trainers conducted workshops for more than 200 restaurant and food service owners/managers. Workshop participants completed posttests to assess their knowledge, attitudes, and intentions to implement health and safety changes. On-site follow-up interviews with 10 participants were conducted three to six months after the training to assess the extent to which program components were used and worksite changes were made. Post-training assessments demonstrated that attendees increased their understanding and commitment to health and safety, and felt prepared to provide health and safety training to their employees. Follow-up interviews indicated that participants incorporated core program concepts into their training and supervision practices. Participants conducted training, discussed workplace hazards and solutions with employees, and made changes in the workplace and work practices to improve workers' health and safety. This program demonstrated that owners of small businesses can adopt a philosophy of employee involvement in their health and safety programs if provided with simple, easy-to-use materials and a training demonstration. Attending a workshop where they can interact with other owners/ managers of small restaurants was also a key to the program's success.

Workplace obesity prevention.

PubMed

Chalupka, Stephanie

2011-05-01

Employers can effectively reduce obesity, lower their health care costs, reduce absenteeism, and increase employee productivity through workplace obesity prevention programs. Copyright 2011, SLACK Incorporated.

48 CFR 23.505 - Contract clause.

Code of Federal Regulations, 2010 CFR

2010-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.505 Contract clause. Except as provided in 23.501, insert the clause at 52.223-6, Drug-Free Workplace, in solicitations and contracts. [68 FR 28082, May 22...

48 CFR 23.505 - Contract clause.

Code of Federal Regulations, 2014 CFR

2014-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.505 Contract clause. Except as provided in 23.501, insert the clause at 52.223-6, Drug-Free Workplace, in solicitations and contracts. [68 FR 28082, May 22...

48 CFR 23.505 - Contract clause.

Code of Federal Regulations, 2012 CFR

2012-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.505 Contract clause. Except as provided in 23.501, insert the clause at 52.223-6, Drug-Free Workplace, in solicitations and contracts. [68 FR 28082, May 22...

48 CFR 23.505 - Contract clause.

Code of Federal Regulations, 2013 CFR

2013-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.505 Contract clause. Except as provided in 23.501, insert the clause at 52.223-6, Drug-Free Workplace, in solicitations and contracts. [68 FR 28082, May 22...

48 CFR 23.505 - Contract clause.

Code of Federal Regulations, 2011 CFR

2011-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.505 Contract clause. Except as provided in 23.501, insert the clause at 52.223-6, Drug-Free Workplace, in solicitations and contracts. [68 FR 28082, May 22...

Workplace Vaccination and Other Factors Impacting Influenza Vaccination Decision among Employees in Israel

PubMed Central

Shahrabani, Shosh; Benzion, Uri

2010-01-01

The study examined the factors affecting the decision to be vaccinated against influenza among employees in Israel. The research, conducted in 2007/2008, included 616 employees aged 18−65 at various workplaces in Israel, among them companies that offered their employees influenza vaccination. The research questionnaire included socio-demographic characteristics, and the Health Belief Model principles. The results show that the significant factors affecting vaccination compliance include a vaccination program at workplaces, vaccinations in the past, higher levels of vaccine’s perceived benefits, and lower levels of barriers to getting the vaccine. We conclude that vaccine compliance is larger at companies with workplace vaccination programs providing easier accessibility to vaccination. PMID:20617008

Physical Activity for Campus Employees: A University Worksite Wellness Program.

PubMed

Butler, Carling E; Clark, B Ruth; Burlis, Tamara L; Castillo, Jacqueline C; Racette, Susan B

2015-04-01

Workplaces provide ideal environments for wellness programming. The purpose of this study was to explore exercise self-efficacy among university employees and the effects of a worksite wellness program on physical activity, cardiorespiratory fitness, and cardiovascular disease (CVD) risk factors. Participants included 121 university employees (85% female). The worksite wellness program included cardiovascular health assessments, personal health reports, 8 weeks of pedometer-based walking and tracking activities, and weekly wellness sessions. Daily step count was assessed at baseline, Week 4, and Week 8. Exercise self-efficacy and CVD risk factors were evaluated at baseline and follow-up. Daily step count increased from 6566 ± 258 (LSM ± SE) at baseline to 8605 ± 356 at Week 4 and 9107 ± 388 at Week 8 (P < .0001). Steps increased among normal weight, overweight, and obese subgroups. Exercise self-efficacy correlated with baseline steps (P < .05). Small improvements were observed in cardiorespiratory fitness, body mass index, blood pressure, blood glucose, total cholesterol, and triglycerides (all P < .01). A worksite wellness program was effective for improving physical activity, cardiorespiratory fitness, and CVD risk factors among university employees. Exercise barriers and outcome expectations were identified and have implications for future worksite wellness programming.

Physical activity for campus employees: a university worksite wellness program

PubMed Central

Butler, Carling E.; Clark, B. Ruth; Burlis, Tamara L.; Castillo, Jacqueline C.; Racette, Susan B.

2014-01-01

Background Workplaces provide ideal environments for wellness programming. The purpose of this study was to explore exercise self-efficacy among university employees and the effects of a worksite wellness program on physical activity, cardiorespiratory fitness, and CVD risk factors. Methods Participants included 121 university employees (85% female). The worksite wellness program included cardiovascular health assessments, personal health reports, 8 weeks of pedometer-based walking and tracking activities, and weekly wellness sessions. Daily step count was assessed at baseline, week 4, and week 8. Exercise self-efficacy and CVD risk factors were evaluated at baseline and follow-up. Results Daily step count increased from 6566 ± 258 (LSM ± SE) at baseline to 8605 ± 356 at week 4 and 9107 ± 388 at week 8 (P < .0001). Steps increased among normal weight, overweight, and obese sub-groups. Exercise self-efficacy correlated with baseline steps (P < .05). Small improvements were observed in cardiorespiratory fitness, BMI, blood pressure, blood glucose, total cholesterol, and triglycerides (all P < .01). Conclusions A worksite wellness program was effective for increasing physical activity, cardiorespiratory fitness, and CVD risk factors among university employees. Exercise barriers and outcome expectations were identified and have implications for future worksite wellness programming. PMID:24905703

Literacy at Work: The Workplace Basic Education Project Model of Delivery. EAE646 Language and Literacies: Contexts and Challenges in the Workplace.

ERIC Educational Resources Information Center

Newcombe, Jude

This publication is part of the study materials for the distance education course, Language and Literacies: Contexts and Challenges in the Workplace, in the Open Campus Program at Deakin University. The document traces the historical development of Australia's Workplace Basic Education Project (WBEP) model for taking literacy provision into the…

Perceived Life Satisfaction of Workplace Specialist I Faculty and Mentors Participating in a First-Year STEM Teacher Training Project

ERIC Educational Resources Information Center

Nickolich, David; Feldhaus, Charles; Cotton, Sam; Barrett, Andrew, II; Smallwood, Jim

2010-01-01

The purpose of this study was to measure perceived professional and personal life satisfaction of Indiana Workplace Specialist I (WS I) faculty and their mentors. Workplace Specialist I teachers are all first-year career and technical education (CTE) faculty who must complete the WS I training program to be eligible for the Workplace Specialist II…

Promoting Prenatal Health in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

McKirgan, Irene

The continuing surge of women into the work force and the tendency for women to remain on the job throughout pregnancy and to return to work within months after delivery have led companies to initiate and place increasing importance on prenatal health promotion. Such programs have been found to improve employees' prospects for healthy pregnancies…

Early Success Is Vital in Minimal Worksite Wellness Interventions at Small Worksites

ERIC Educational Resources Information Center

Ablah, Elizabeth; Dong, Frank; Konda, Kurt; Konda, Kelly; Armbruster, Sonja; Tuttle, Becky

2015-01-01

Intervention: In an effort to increase physical activity, 15 workplaces participated in a minimal-contact 10,000-steps-a-day program sponsored by the Sedgwick County Health Department in 2007 and 2008. Pedometers were provided to measure participants' weekly steps for the 10-week intervention. Method: Participants were defined as those who…

Cancer Information in the Workplace: Education Materials for the Public and the Health Professional.

ERIC Educational Resources Information Center

National Cancer Inst. (NIH), Bethesda, MD.

This document is an annotated compilation of citations to materials on occupational carcinogens, as well as on agencies and data bases dealing with the topic, which are available for use in public, worker, and professional education programs. The bibliography is intended to assist health educators, industrial hygienists, and health care providers…

Relationships of Mathematics Anxiety, Mathematics Self-Efficacy and Mathematics Performance of Adult Basic Education Students

ERIC Educational Resources Information Center

Watts, Beverly Kinsey

2011-01-01

Competent mathematical skills are needed in the workplace as well as in the college setting. Adults in Adult Basic Education classes and programs generally perform below high school level competency, but very few studies have been performed investigating the predictors of mathematical success for adults. The current study contributes to the…

Effects of metric change on safety in the workplace for selected occupations

NASA Astrophysics Data System (ADS)

Lefande, J. M.; Pokorney, J. L.

1982-04-01

The study assesses the potential safety issues of metric conversion in the workplace. A purposive sample of 35 occupations based on injury and illnesses indexes were assessed. After an analysis of workforce population, hazard analysis and measurement sensitivity of the occupations, jobs were analyzed to identify potential safety hazards by industrial hygienists, safety engineers and academia. The study's major findings were as follows: No metric hazard experience was identified. An increased exposure might occur when particular jobs and their job tasks are going the transition from customary measurement to metric measurement. Well planned metric change programs reduce hazard potential. Metric safety issues are unresolved in the aviation industry.

The Attleboro Workplace Education Center.

ERIC Educational Resources Information Center

Brown, Jane; Coughlin, Merle

The Attleboro (Massachusetts) Workplace Education Program, a partnership of four area companies and Bristol Community College, is intended to provide workers with education that will improve the quality of their lives and their work. Housed in a corporate office building in the Attleboro Industrial Park, the program offers classes in English as a…

Building Connections between Industry and University: Implementing an Internship Program at a Regional University.

ERIC Educational Resources Information Center

Tovey, Janice

2001-01-01

Discusses the issues of socialization and acculturation of interns into the workplace, motivation of student employees, and the relationship between education and training/workplace and academy by using an established university level internship program. Reveals the significance of these issues for positive experiential learning. (SG)

Wisconsin Workplace Partnership Literacy Program (WPL). Evaluation. 2nd Edition.

ERIC Educational Resources Information Center

Paris, Kathleen A.

The Wisconsin Workplace Partnership Literacy (WPL) Program provided job-specific basic skills education to employees at 11 worksites. A total of 1,441 employees were recruited to participate in on-site competency-based educational activities to upgrade their basic skills sufficiently for job retention or advancement. Participants were encouraged…

Career Enhancement Program for the Industries of the Shenandoah Valley of Virginia. Performance Report.

ERIC Educational Resources Information Center

Merlin, Shirley B.

This document contains the performance report, external evaluation, and curricula for the Career Enhancement Program, a workplace literacy partnership conducted by James Madison University and Massanutten Technical Center for five companies in Virginia. The performance report describes how the project delivered individualized workplace literacy…

Southern Ductile Training Manual.

ERIC Educational Resources Information Center

Alabama State Dept. of Education, Montgomery.

This instructor's manual contains the materials required to conduct the competency-based workplace literacy program that was developed to help employees at a foundry that has evolved from a small, family-owned business into a major foundry group with several automated production systems. The workplace literacy program consists of 24 lessons in…

75 FR 41488 - Agency Information Collection Activities: Submission for OMB Review; Comment Request

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2011-02-03

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2011-03-03

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2012-12-03

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2012-07-03

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Health Care Industry. Workforce & Workplace Literacy Series.

ERIC Educational Resources Information Center

BCEL Brief, 1991

1991-01-01

This brief gives an overview of the topic of workplace literacy in the health care industry and lists program contacts. The following 35 organizations operate basic skills upgrading programs for health care workers: American Hospital Association; Chinese American Civic Association; Massachusetts Department of Employment and Training; BostonWorks;…

National Workplace Literacy Program 1994-1997. Final Grant Report.

ERIC Educational Resources Information Center

Faulkner, Cynthia

This report provides information on a workplace education program in which Emily Griffith Opportunity School, Denver, partnered with Columbia HealthONE, Dobbs International Services, Imperial Headwear, Inc., Marriott Hotels, Provenant Health Partners, University of Colorado Health Science Center, and Westin Hotel. Section A of Part I, a program…

Developing Literacy for the Workplace.

ERIC Educational Resources Information Center

Keeley, Meg

This paper presents a case and some ideas for integrating basic skills development with occupational training. Explaining why traditional instructional methods do not work in the workplace, the paper summarizes learning theories that support work force literacy programs. It explains how to identify the skills needed in the workplace, provides…

What Works? Literacy Training in the Workplace. Participant Packet.

ERIC Educational Resources Information Center

National Center on Adult Literacy, Philadelphia, PA.

This document, which was developed for participants in a videoconference on literacy training in the workplace, contains information and resources designed to help literacy trainers improve their workplace literacy programs. Presented in the introductory section are a videoconference evaluation form, list of videoconference sponsors, and…

Workplace Literacy: A Labour Perspective.

ERIC Educational Resources Information Center

Nesbit, Tom

The policies and practices of Canadian labor unions in the area of workplace literacy were examined through a comprehensive literature review and site visits to an unspecified number of labor-initiated workplace literacy programs representing different geographic areas, industries and types of occupations, levels of participation of equity groups,…

10 CFR 851.3 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... pursuant to this part. Safety and health standard means a standard that addresses a workplace hazard by... a covered workplace. Workplace hazard means a physical, chemical, biological, or safety hazard with... ENERGY WORKER SAFETY AND HEALTH PROGRAM General Provisions § 851.3 Definitions. (a) As used in this part...

Effect of components of a workplace lactation program on breastfeeding duration among employees of a public-sector employer.

PubMed

Balkam, Jane A Johnston; Cadwell, Karin; Fein, Sara B

2011-07-01

The purpose of this study was to evaluate the impact of the individual services offered via a workplace lactation program of one large public-sector employer on the duration of any breastfeeding and exclusive breastfeeding. Exclusive breastfeeding was defined as exclusive feeding of human milk for the milk feeding. A cross-sectional mailed survey approach was used. The sample (n = 128) consisted of women who had used at least one component of the lactation program in the past 3 years and who were still employed at the same organization when data were collected. Descriptive statistics included frequency distributions and contingency table analysis. Chi-square analysis was used for comparison of groups, and both analysis of variance (ANOVA) and univariate analysis of variance from a general linear model were used for comparison of means. The survey respondents were primarily older, white, married, well-educated, high-income women. More of the women who received each lactation program service were exclusively breastfeeding at 6 months of infant age in all categories of services, with significant differences in the categories of telephone support and return to work consultation. After adjusting for race and work status, logistic regression analysis showed the number of services received was positively related to exclusive breastfeeding at 6 months and participation in a return to work consultation was positively related to any breastfeeding at 6 months. The study demonstrated that the workplace lactation program had a positive impact on duration of breastfeeding for the women who participated. Participation in the telephone support and return to work consultation services, and the total number of services used were related to longer duration of exclusive and/or any breastfeeding.

The Stress Check Program: a new national policy for monitoring and screening psychosocial stress in the workplace in Japan.

PubMed

Kawakami, Norito; Tsutsumi, Akizumi

2016-01-01

The Japanese government launched a new occupational health policy called the Stress Check Program. This program mandates that all workplaces with 50 or more employees conduct the Stress Check Program for workers at least once a year. This article gives a brief overview and critical review of the program. We reviewed relevant laws, guidelines, and manuals, as well as the policy development process. The policy and the components of the program were compared using available scientific evidence and trends in the management of psychosocial factors at work according to the policies and guidelines of international bodies and European countries. The process of program policy development was based on a discussion among employer and employee representatives, occupational health professionals, and mental health experts. Scientific evidence shows that mandated components of the program (i.e., feedback of stress survey results and physician's interview) may be ineffective. However, additional components recommended to employers, such as stress management skill provision and work environment improvement, in conjunction with the program may be effective in improving psychosocial stress at work. The Stress Check Program is unique compared with the global trend for psychosocial risk management because it focuses on the assessment of stress among individual workers. The new program may be effective in improving worker mental health by facilitating the psychosocial risk management approach in Japan. Concerns regarding the program include mass leakage of collected information, and possible disadvantages for workers labeled as having high stress.

Evaluation of the Third Year of Implementation of the Wisconsin Workplace Partnership Training Program. March 1, 1991 through August 31, 1992.

ERIC Educational Resources Information Center

Paris, Kathleen A.

The Wisconsin Workplace Partnership Training (WPT) program, which provides job-specific basic skills education to employees at their worksites, is a cooperative effort between the state's board of education, labor unions, and manufacturers association. At the time of the evaluation of the its third year, the program was operating at 23 sites…

Evaluation of a Workplace Basic Skills Program: An Impact Study of AVC Edmonton's 1990 Job Effectiveness Training Program at Stelco Steel. Report Summary.

ERIC Educational Resources Information Center

Barker, Kathryn Chang

The pilot Job Effectiveness Training (JET) workplace basic skills program, developed by Canada's Alberta Vocational College (AVC), Edmonton, for Stelco Steel during 1989-90, was evaluated in terms of impacts or changes from the perspective of the four major stakeholder groups: the students (12 Stelco employees); the employers (Stelco management);…

The effectiveness of skills training for improving outcomes in supported employment.

PubMed

Mueser, Kim T; Aalto, Steve; Becker, Deborah R; Ogden, John S; Wolfe, Rosemarie S; Schiavo, Diane; Wallace, Charles J; Xie, Haiyi

2005-10-01

This study evaluated whether a supplementary skills training program improved work outcomes for clients enrolled in supported employment programs. Thirty-five recently employed clients with severe mental illness who were receiving supported employment services at a free-standing agency were randomly assigned to participate in either the workplace fundamentals program, a skills training program designed to make work more "successful and satisfying," or treatment as usual. Knowledge of workplace fundamentals (for example, identifying workplace stressors, problem solving, and improving job performance) was assessed at baseline and at nine months; employment outcomes and use of additional vocational services were tracked for 18 months. Clients in the workplace fundamentals group (N=17) improved more in knowledge of workplace fundamentals than those in the control group (N=18) at the nine-month follow-up, but the two groups did not differ in the number of hours or days worked, salary earned, or receipt of additional vocational services over the 18-month period. In general, clients in this study had higher educational levels and better employment outcomes than clients in most previous studies of supported employment, making it difficult to detect possible effects of the skills training intervention on work. Supplementary skills training did not improve work outcomes for clients who were receiving supported employment.

Culturally tailored diabetes prevention in the workplace: focus group interviews with Hispanic employees.

PubMed

Brown, Sharon A; García, Alexandra A; Steinhardt, Mary A; Guevara, Henry; Moore, Claire; Brown, Adama; Winter, Mary A

2015-04-01

The purpose was to conduct focus groups with Hispanic employees to obtain input into adaptation of previous DSME interventions for use as a workplace diabetes prevention program. From a list of interested Hispanic employees who attended a local health fair (n = 68), 36 were randomly selected to participate in focus groups held during supper mealtime breaks. An experienced bilingual moderator directed the sessions, using interview guidelines developed by the research team. Participants' ages ranged from 22 to 65 years (mean = 50.4, n = 36, SD = 10.7), 7 males and 29 females attended, and 53% had type 2 diabetes mellitus (T2DM). Employees expressed a keen interest in diabetes classes and recommended a focus on preparing healthier Hispanic foods. Primary barriers to promoting healthier lifestyles were work schedules; many employees worked 2 part-time or full-time jobs. Administrators and direct supervisors of the employees were highly supportive of a workplace diabetes prevention program. The consistent message was that a workplace program would be the ideal solution for Hispanic employees to learn about diabetes and healthy behaviors, given their busy schedules, family responsibilities, and limited resources. If found to be effective, such a workplace program would be generalizable to other service employees who have disproportionate diabetes rates. © 2015 The Author(s).

Acceptability of the POWERPLAY Program: A Workplace Health Promotion Intervention for Men

PubMed Central

Seaton, Cherisse L.; Bottorff, Joan L.; Oliffe, John L.; Jones-Bricker, Margaret; Caperchione, Cristina M.; Johnson, Steven T.; Sharp, Paul

2017-01-01

The workplace health promotion program, POWERPLAY, was developed, implemented, and comprehensively evaluated among men working in four male-dominated worksites in northern British Columbia, Canada. The purpose of this study was to explore the POWERPLAY program’s acceptability and gather recommendations for program refinement. The mixed-method study included end-of-program survey data collected from 103 male POWERPLAY program participants, interviews with workplace leads, and field notes recorded during program implementation. Data analyses involved descriptive statistics for quantitative data and inductive analysis of open-ended questions and qualitative data. Among participants, 70 (69%) reported being satisfied with the program, 51 (51%) perceived the program to be tailored for northern men, 56 (62%) believed the handouts provided useful information, and 75 (74%) would recommend this program to other men. The findings also highlight program implementation experiences with respect to employee engagement, feedback, and recommendations for future delivery. The POWERPLAY program provides an acceptable approach for health promotion that can serve as a model for advancing men’s health in other contexts. PMID:28884636

Impact of workplace violence against nurses' thriving at work, job satisfaction and turnover intention: A cross-sectional study.

PubMed

Zhao, Shi-Hong; Shi, Yu; Sun, Zhi-Nan; Xie, Feng-Zhe; Wang, Jing-Hui; Zhang, Shu-E; Gou, Tian-Yu; Han, Xuan-Ye; Sun, Tao; Fan, Li-Hua

2018-02-15

To investigate the interrelationships between workplace violence, thriving at work and turnover intention among Chinese nurses and to explore the action mechanism among these variables. Workplace violence is a dangerous occupational hazard globally, and it is pervasive in the health service industry. As a corollary, workplace violence may produce many negative outcomes among nursing staff. Consequently, it hinders nurses' professional performance and reduces nursing quality. A cross-sectional online survey was conducted. A total of 1,024 nurses from 26 cities in China were recruited from February-May 2016. An anonymous questionnaire was used in this survey. Participants' completed data were collected using a demographics form and a 26-item questionnaire consisting of scales addressing workplace violence, thriving at work, job satisfaction, subjective well-being and turnover intention. To evaluate multivariate relationships, some multiple linear hierarchical regression analyses were performed. Workplace violence significantly negatively influenced nurses' job satisfaction and thriving at work, and significantly positively influenced nurses' turnover intention. Job satisfaction significantly predicted thriving at work and turnover intention. Job satisfaction not only fully mediated the relationship between workplace violence and thriving at work, but also partially mediated the relationship between workplace violence and turnover intention. Subjective well-being moderated the relationship between workplace violence and job satisfaction and the relationship between workplace violence and nurses' turnover intention. Adverse effects of workplace violence were demonstrated in this study. Decreases in job satisfaction were a vital mediating factor. The moderating effect of subjective well-being was helpful in reducing the harm of workplace violence to nurses and in decreasing their turnover intention. Workplace violence and its negative impact on nursing work should not go unnoticed by nursing managers. Nurses' subjective well-being is critical in controlling and mitigating the adverse effects of workplace violence. © 2018 John Wiley & Sons Ltd.

Biometric health screening for employers: consensus statement of the health enhancement research organization, American College of Occupational and Environmental Medicine, and care continuum alliance.

PubMed

2013-10-01

Employer wellness programs have grown rapidly in recent years with the interest in making an impact on employees' health. Successful programs are delivered through comprehensive solutions that are linked to an organization's business strategy and championed by senior leadership. Successful employee health management programs vary in the services, yet typically include the core components of health risk identification tools, behavior modification programs, educational programs, as well as changes to the workplace environment and culture. This article focuses on biometric screenings and was intended to provide employers and other stakeholders with information and guidance to help implement a successful screening program as part of an overall employee health management approach. The article is organized into four sections: goals and key success factors; methods and oversight; operations and delivery; and engagement and evaluation.

The Healthy LifeWorks Project: a pilot study of the economic analysis of a comprehensive workplace wellness program in a Canadian government department.

PubMed

Makrides, Lydia; Smith, Steven; Allt, Jane; Farquharson, Jane; Szpilfogel, Claudine; Curwin, Sandra; Veinot, Paula; Wang, Feifei; Edington, Dee

2011-07-01

To examine the relationship between health risks and absenteeism and drug costs vis-a-vis comprehensive workplace wellness. Eleven health risks, and change in drug claims, short-term and general illness calculated across four risk change groups. Wellness score examined using Wilcoxon test and regression model for cost change. The results showed 31% at risk; 9 of 11 risks associated with higher drug costs. Employees moving from low to high risk showed highest relative increase (81%) in drug costs; moving from high to low had lowest (24%). Low-high had highest increase in absenteeism costs (160%). With each risk increase, absenteeism costs increased by $CDN248 per year (P < 0.05) with average decrease of 0.07 risk factors and savings $CDN6979 per year. Both high-risk reduction and low-risk maintenance are important to contain drug costs. Only low-risk maintenance also avoids absenteeism costs associated with high risks.

48 CFR 23.501 - Applicability.

Code of Federal Regulations, 2010 CFR

2010-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.501 Applicability. This subpart applies to contracts...

48 CFR 23.501 - Applicability.

Code of Federal Regulations, 2013 CFR

2013-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.501 Applicability. This subpart applies to contracts...

48 CFR 23.501 - Applicability.

Code of Federal Regulations, 2011 CFR

2011-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.501 Applicability. This subpart applies to contracts...

48 CFR 23.501 - Applicability.

Code of Federal Regulations, 2014 CFR

2014-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.501 Applicability. This subpart applies to contracts...

48 CFR 23.501 - Applicability.

Code of Federal Regulations, 2012 CFR

2012-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.501 Applicability. This subpart applies to contracts...

National Workplace Literacy Program. Curriculum Samples for 1992.

ERIC Educational Resources Information Center

Prince George's County Public Schools, Upper Marlboro, MD.

This document reports on the partnership between Prince George's County (Maryland) Public Schools and the Prince George's Private Industry Council to provide workplace literacy classes at worksites for employees of 10 different employers. Workplace-specific, work-related curricula have been developed in either English for speakers of other…

48 CFR 23.506 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Regulations System FEDERAL ACQUISITION REGULATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace... the clause at 52.223-6, Drug-Free Workplace; or (2) The number of contractor employees convicted of...

48 CFR 1323.506 - Suspension of payments, termination of contract and debarment and suspension actions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Regulations System DEPARTMENT OF COMMERCE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1323.506... suspend a contractor for Drug-Free Workplace violations, is set forth in CAM 1301.70. This authority may...

48 CFR 23.506 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Regulations System FEDERAL ACQUISITION REGULATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace... the clause at 52.223-6, Drug-Free Workplace; or (2) The number of contractor employees convicted of...

48 CFR 1323.506 - Suspension of payments, termination of contract and debarment and suspension actions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Regulations System DEPARTMENT OF COMMERCE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1323.506... suspend a contractor for Drug-Free Workplace violations, is set forth in CAM 1301.70. This authority may...

48 CFR 23.506 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Regulations System FEDERAL ACQUISITION REGULATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace... the clause at 52.223-6, Drug-Free Workplace; or (2) The number of contractor employees convicted of...

48 CFR 23.506 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Regulations System FEDERAL ACQUISITION REGULATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace... the clause at 52.223-6, Drug-Free Workplace; or (2) The number of contractor employees convicted of...

48 CFR 1323.506 - Suspension of payments, termination of contract and debarment and suspension actions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Regulations System DEPARTMENT OF COMMERCE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1323.506... suspend a contractor for Drug-Free Workplace violations, is set forth in CAM 1301.70. This authority may...

48 CFR 23.506 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Regulations System FEDERAL ACQUISITION REGULATION SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace... the clause at 52.223-6, Drug-Free Workplace; or (2) The number of contractor employees convicted of...

48 CFR 1323.506 - Suspension of payments, termination of contract and debarment and suspension actions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Regulations System DEPARTMENT OF COMMERCE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1323.506... suspend a contractor for Drug-Free Workplace violations, is set forth in CAM 1301.70. This authority may...

48 CFR 1323.506 - Suspension of payments, termination of contract and debarment and suspension actions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Regulations System DEPARTMENT OF COMMERCE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1323.506... suspend a contractor for Drug-Free Workplace violations, is set forth in CAM 1301.70. This authority may...

Empowering Workplace Students: A Practitioner's Challenge.

ERIC Educational Resources Information Center

Lessard, Richard

For the past 4 years, Alpena Community College, in Michigan, has participated in the Workplace Partnership Project (WPP), a federally funded grant program designed to provide literacy skills to individuals currently employed but lacking the background to keep pace with the changes of the modern workplace. The process for establishing classes at a…

Workplace Learning: Emerging Trends and New Perspectives

ERIC Educational Resources Information Center

Fenwick, Tara

2008-01-01

This chapter focuses on "learning processes" in the workplace from concepts emerging in the field of adult education, without straying into pedagogies and programs that can enhance learning. It discusses four topics on learning processes that seem to be particularly important for addressing key purposes and issues of workplace learning from an…

Workplace Literacy Teacher Training: The Context.

ERIC Educational Resources Information Center

Harrington, Lois G.; And Others

These three learning guides comprise one of four packages in the Workplace Literacy Teacher Training series that provides information and skills necessary for the user to become a successful instructor in an effective workplace literacy program. The guides in this package look at the unique environment and culture involved in providing education…

Federal Workplace Literacy Project. Internal Evaluation Report.

ERIC Educational Resources Information Center

Matuszak, David J.

This report describes the following components of the Nestle Workplace Literacy Project: six job task analyses, curricula for six workplace basic skills training programs, delivery of courses using these curricula, and evaluation of the process. These six job categories were targeted for training: forklift loader/checker, BB's processing systems…

Workplace Literacy: Business, Government, and Academic Perspectives. Panel Discussion.

ERIC Educational Resources Information Center

Malicky, Grace, Comp.; Dieleman, Carolyn; Campbell, Lloyd; Wong, Bill; Krahn, Harvey

1998-01-01

Presents highlights of a panel discussion on workplace literacy at the Literacy in the 21st Century Research Conference (Edmonton, Alberta, October 1997). Participants from business, government, and university discussed Syncrude Canada's Workplace Literacy Program, implications of the International Adult Literacy Survey for the labor market, and…

Casco Bay Partnership for Workplace Education. Final Performance Report.

ERIC Educational Resources Information Center

University of Southern Maine, Gorham.

The Casco Bay Partnership includes the University of Southern Maine (USM) and seven businesses in greater Portland, Maine, that range from large multinational corporations to small, family-owned businesses. During a 3-year project funded by a National Workplace Literacy Program grant, the partnership designed and delivered workplace basic skills…

Idaho Partnership for Workplace Literacy. Final Report.

ERIC Educational Resources Information Center

California Human Development Corp.

A project was conducted to coordinate and facilitate the delivery of workplace literacy programs in business and industry in Idaho. The project began with an audioconference, followed by a 3-day workshop in December 1988 for new workplace literacy coordinators and coordinators from postsecondary education and the state Department of Employment.…

Occupational therapists' experience of workplace fatigue: Issues and action.

PubMed

Brown, Cary A; Schell, Jennifer; Pashniak, Lisa M

2017-01-01

Occupational therapists (OTs) work in all areas of health and wellbeing. The work is physically and psychologically demanding, but OTs are often not diligent about recognizing and attending to the workplace health and safety issue of fatigue in their own work settings. The purpose of this paper is to determine current issues and the evidence-base as presented in the literature so as to develop awareness and best practice interventions for fatigue reduction and management in occupational therapists' workplace. A comprehensive search strategy was carried out by the medical librarian on the study team and themes were extracted from the relevant literature by the study team. The literature revealed little research directly addressing occupational therapy workplace fatigue and we expanded our review of the evidence-base across all healthcare workers to identify publications of particular relevance to occupational therapists. This background paper is an important first step to raising awareness among OTs, guide key stakeholders regarding contributing factors to, and consequences of, OTs' workplace fatigue, and set research direction. Knowing which factors influencing workplace fatigue are shared across healthcare professionals and which are unique to OTs can also help organizations develop more tailored workplace fatigue risk reduction programs. This review concludes with a list of existing guidelines and tools for developing workplace fatigue risk assessment and management programs relevant to occupational therapists.

Addressing Obesity in the Workplace: The Role of Employers

PubMed Central

Heinen, Luann; Darling, Helen

2009-01-01

Context: Employers have pursued many strategies over the years to control health care costs and improve care. Disappointed by efforts to manage costs through the use of insurance-related techniques (e.g., prior authorization, restricted provider networks), employers have also begun to try to manage health by addressing their employees' key lifestyle risks. Reducing obesity (along with tobacco use and inactivity) is a priority for employers seeking to lower the incidence and severity of chronic illness and the associated demand for health services. Methods: This article describes the employer's perspective on the cost impact of obesity, discusses current practices in employer-sponsored wellness and weight management programs, provides examples from U.S. companies illustrating key points of employers' leverage and opportunities, and suggests policy directions to support the expansion of employers' initiatives, especially for smaller employers. Findings: Researchers and policymakers often overlook the extensive efforts and considerable impact of employer-sponsored wellness and health improvement programs. Greater focus on opportunities in the workplace is merited, however, for the evidence base supporting the economic and health impacts of employer-sponsored health promotion and wellness is growing, although not as quickly as the experience base of large employers. Conclusions: Public and private employers can serve their own economic interests by addressing obesity. Health care organizations, particularly hospitals, as well as public employers can be important role models. Policy development is needed to accelerate change, especially for smaller employers (those with fewer than 500 employees), which represent the majority of U.S. employers and are far less likely to offer health promotion programs. PMID:19298417

Addressing obesity in the workplace: the role of employers.

PubMed

Heinen, LuAnn; Darling, Helen

2009-03-01

Employers have pursued many strategies over the years to control health care costs and improve care. Disappointed by efforts to manage costs through the use of insurance-related techniques (e.g., prior authorization, restricted provider networks), employers have also begun to try to manage health by addressing their employees' key lifestyle risks. Reducing obesity (along with tobacco use and inactivity) is a priority for employers seeking to lower the incidence and severity of chronic illness and the associated demand for health services. This article describes the employer's perspective on the cost impact of obesity, discusses current practices in employer-sponsored wellness and weight management programs, provides examples from U.S. companies illustrating key points of employers' leverage and opportunities, and suggests policy directions to support the expansion of employers' initiatives, especially for smaller employers. Researchers and policymakers often overlook the extensive efforts and considerable impact of employer-sponsored wellness and health improvement programs. Greater focus on opportunities in the workplace is merited, however, for the evidence base supporting the economic and health impacts of employer-sponsored health promotion and wellness is growing, although not as quickly as the experience base of large employers. Public and private employers can serve their own economic interests by addressing obesity. Health care organizations, particularly hospitals, as well as public employers can be important role models. Policy development is needed to accelerate change, especially for smaller employers (those with fewer than 500 employees), which represent the majority of U.S. employers and are far less likely to offer health promotion programs.

48 CFR 23.503 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.503 Definitions. As used in this subpart— Controlled...

48 CFR 23.503 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.503 Definitions. As used in this subpart— Controlled...

48 CFR 23.503 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.503 Definitions. As used in this subpart— Controlled...

48 CFR 23.503 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.503 Definitions. As used in this subpart— Controlled...

48 CFR 23.503 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 23.503 Definitions. As used in this subpart— Controlled...

The 10% solution: Tying managerial salary increases to workplace wellness actions (and not results).

PubMed

Robbins, Rebecca; Wansink, Brian

2016-10-01

Although manager support is critical for workplace health and wellness efforts, little is known about how to best encourage managers to make creative or bold steps toward employee wellness. We posit that the right interactions between managers and employees could have lasting impact on workplace wellness. To consider how managers might be motivated to take an active role in promoting everyday employee health and wellness, we used a website survey of worksite managers (N = 270) to investigate how tying at least 10% of managerial annual salary increases and promotion would incentivize manager actions in workplace wellness. Overall, regression analyses reveal favorable attitudes from managers and high intentions to implement changes if salary increases and advancement were partially linked to workplace wellness efforts. Managers also expressed a preference for working for a company with this policy, and this was strongest among female managers and managers with a fewer number of subordinates. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Violence prevention at work. A business perspective.

PubMed

Wilkinson, C W

2001-02-01

The risk of workplace violence varies depending on the type and location of the business. Business managers should assess violence risk and develop a program based on the level of risk faced by their employees. This assessment should include: (1) a review of workplace security and identification of positions with increased risk of exposure to violence, (2) risk reduction through environmental design and employee training, (3) development of a plan and identification of professional resources to respond to incidents should they occur, and (4) communication of the employer's commitment to providing a safe work environment for employees. For most businesses, threat assessment and management comprise the cornerstone of a workplace violence-prevention program. Planning and preparation are key to workplace violence prevention.

College of Lake County National Workplace Literacy Program. Final Report.

ERIC Educational Resources Information Center

Gee, Mary Kay

The College of Lake County's 3-year National Workplace Literacy Program (1994-1997) contributed to economic development by meeting companies' changing educational and production needs as they fluctuated and met new challenges for global marketing and improvement. It assessed 883 employees at 8 business sites with customized assessment tools and…

Availability of Products from National Workplace Literacy Grants (1992-93).

ERIC Educational Resources Information Center

Office of Vocational and Adult Education (ED), Washington, DC. Div. of Adult Education and Literacy.

This publication lists some of the curriculum resources that were produced through the National Workplace Literacy Program, Section 371 of the Adult Education Act, as amended by the National Literacy Act of 1991. The curriculum resources in this publication were developed during 1992-1993 of the demonstration program. The curriculum materials are…

The Connection between Employee Basic Skills & Productivity. Workforce & Workplace Literacy Series.

ERIC Educational Resources Information Center

BCEL Brief, 1993

1993-01-01

The experience of a number of specific local workplace programs indicates a definite connection between the provision of employee basic skills programs and increased worker productivity. One Tennessee company, for example, reports a 95 percent drop in costs resulting from worker mistakes and a doubling of worker productivity since the company…

The Cutting Edge: Workplace English. Instructional Guide.

ERIC Educational Resources Information Center

El Paso Community Coll., TX. Literacy Center.

The instructional guide for the Cutting Edge workplace literacy program, a cooperative project of El Paso Community College (Texas) and Levi Strauss and Company, is an expanded version of one appendix the project handbook. It describes and provides an instructional model for the three-part, job-specific, video-based program of English as a Second…

Workplace Literacy Programs: A Review of the Literature.

ERIC Educational Resources Information Center

Dunn-Rankin, Patricia; Beil, Drake

This literature review observes that (1) there is an increasing need for enhancing job literacy skills among workers; (2) workplace literacy programs cover both basic literacy and job-related technical training; (3) successful curricula use job-related tasks and materials; and (4) management needs to be heavily involved and committed if a program…

75 FR 13009 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs

Federal Register 2010, 2011, 2012, 2013, 2014

2010-03-18

... DEPARTMENT OF TRANSPORTATION Office of the Secretary 49 CFR Part 40 [Docket DOT-OST-2008-0088] RIN OST 2105-AD84 Procedures for Transportation Workplace Drug and Alcohol Testing Programs Correction In rule document 2010-3731 beginning on page 8528 in the issue of Thursday, February 25, 2010, make the...

The Cutting Edge: Workplace English. Project Handbook and Instructional Guide.

ERIC Educational Resources Information Center

Clymer-Spradling, Carol

A workplace literacy program for garment workers is described and evaluated. The program, a partnership between El Paso Community College (Texas) and Levi Strauss & Company, consisted of a three-level, job-specific, video-based curriculum for limited-English-speaking employees implemented at seven plants in El Paso. The 18-month model…

77 FR 1708 - Center for Substance Abuse Prevention; Notice of Meeting

Federal Register 2010, 2011, 2012, 2013, 2014

2012-01-11

... Abuse Prevention (CSAP) Drug Testing Advisory Board (DTAB) will meet on January 31 and February 1, 2012... opioids as potential analytes in the Mandatory Guidelines for Federal Workplace Drug Testing Programs. The... Guidelines for Federal Workplace Drug Testing Programs. This portion of the meeting is closed to the public...

77 FR 126 - Current List of Laboratories and Instrumented Initial Testing Facilities Which Meet Minimum...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-01-03

... Engage in Urine Drug Testing for Federal Agencies AGENCY: Substance Abuse and Mental Health Services... certified to meet the standards of the Mandatory Guidelines for Federal Workplace Drug Testing Programs... ``Mandatory Guidelines for Federal Workplace Drug Testing Programs'', as amended in the revisions listed above...

National Workplace Literacy Program (NWLP) at Chinatown Manpower Project, Inc. Final Performance Report.

ERIC Educational Resources Information Center

Tse, Ivy Au

The Chinatown Manpower Project continued as the education partner in a Workplace Literacy Program (WLP) for the Chinese garment workers in New York City. Local 23-25, Union of Needletrades, Industrial and Textile Employees, was the union partner; the Greater Blouse, Skirt & Undergarment Association, Inc., and the Continental Garment Manufacturers…

The Cafeteria Workers' Skills Enhancement Training Program. Performance Report.

ERIC Educational Resources Information Center

Burt, Miriam

A program was conducted by the Food and Beverage Workers Union in Washington, D.C., to provide workplace literacy classes for food service workers in the city's government agencies, universities, and museums. A curriculum for workplace literacy skills was developed, sites were selected, and students were recruited. From a target audience of…

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2014 CFR

2014-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2012 CFR

2012-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2011 CFR

2011-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

36 CFR 1212.215 - What must I include in my drug-free awareness program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... employees about— (a) The dangers of drug abuse in the workplace; (b) Your policy of maintaining a drug-free... penalties that you may impose upon them for drug abuse violations occurring in the workplace. ... drug-free awareness program? 1212.215 Section 1212.215 Parks, Forests, and Public Property NATIONAL...

Workplace Education Program (WEP) Emily Griffith Opportunity School Final Report.

ERIC Educational Resources Information Center

Denver Public Schools, CO.

The Workplace Education Program (WEP) was a literacy partnership between Emily Griffith Opportunity School and 5 business partners at 11 sites in Denver, Colorado. All of the business partners were in the health care sector. A total of 907 individuals were served during the project grant period. Of those individuals, 226 attended supplementary…

Starlite Workplace Literacy Program. Final Closeout Performance Report.

ERIC Educational Resources Information Center

Reyes, Lolita C.

The Star Team Acquiring Rewards in Literacy and Insights Through Education (STARLITE) program was implemented to improve the job proficiency of employees at the Pacific Star Hotel, Guam. Its goal was to provide employees with both workplace literacy skills and employability skills. An audit was completed in each department of the hotel. Modules…

Booster Breaks in the workplace: participants’ perspectives on health-promoting work breaks

PubMed Central

Taylor, Wendell C.; King, Kathryn E.; Shegog, Ross; Paxton, Raheem J.; Evans-Hudnall, Gina L.; Rempel, David M.; Chen, Vincent; Yancey, Antronette K.

2013-01-01

Increasing sedentary work has been associated with greater cardiovascular and metabolic risk, as well as premature mortality. Interrupting the sedentary workday with health-promoting work breaks can counter these negative health effects. To examine the potential sustainability of work-break programs, we assessed the acceptance of these breaks among participants in a Booster Break program. We analyzed qualitative responses from 35 participants across five worksites where one 15-min physical activity break was taken each workday. Two worksites completed a 1-year intervention and three worksites completed a 6-month intervention. Responses to two open-ended questions about the acceptance and feasibility of Booster Breaks were obtained from a survey administered after the intervention. Three themes for benefits and two themes for barriers were identified. The benefit themes were (i) reduced stress and promoted enjoyment, (ii) increased health awareness and facilitated behavior change, and (iii) enhanced workplace social interaction. The barrier themes were the need for (iv) greater variety in Booster Break routines and (v) greater management support. This study provides empirical support for the acceptance and feasibility of Booster Breaks during the workday. Emphasizing the benefits and minimizing the barriers are strategies that can be used to implement Booster Breaks in other workplaces. PMID:23466367

Operationalizing workplace accommodations for individuals with disabilities: A scoping review.

PubMed

Sundar, Vidya

2017-01-01

The provision of workplace accommodations is a proven strategy in supporting individuals with disabilities at work. Accommodations include a wide range of supports and strategies that are not very well defined beyond the Americans with Disabilities Act in the United States. Understanding the landscape of accommodations is important to measure the impact of programs that support employment of individuals with disabilities. To conduct a scoping review and thematic analysis of research literature to identify how workplace accommodations are operationalized and to identify knowledge gaps in its conceptualization. Keywords searches were conducted in seven electronic databases. Title, abstract, and full text screening was conducted followed by a thematic analysis of the content to identify how workplace accommodations are operationalized. Overall, 47 studies were selected for review. 433 different types of accommodations were identified, of which assistive technology and specialized equipment represented the most frequently reported type of accommodation (40%). A very small percentage of studies included policy changes (9%) and human assistance (5%) as an accommodation strategy. This scoping review aims to clarify how accommodations are operationalized in the research literature. Key knowledge gaps identified include the systematic exclusion of certain types of supports or disability types.

What inhibits working women with mental disorders from returning to their workplace?-A study of systematic re-employment support in a medical institution.

PubMed

Hayashi, Karin; Taira, Yoichi; Maeda, Takamitsu; Matsuda, Yumie; Kato, Yuki; Hashi, Kozue; Kuroki, Nobuo; Katsuragawa, Shuichi

2016-01-01

It has been customary for working women in Japan to retire when they marry and to devote themselves to household work as well as having children. However, according to a report published by the Ministry of Internal Affairs and Communications in 2013, the number of working women has increased consistently. As more women are advancing into society, they have more options with respect to lifestyle but may encounter new psychological burdens. Therefore, we reviewed trends among participants in a re-work day care program (hereinafter referred to as "re-work program") to clarify various problems encountered by working women and the prevalence of mental disorders. A total of 454 participants (352 males, mean age 46.5 ± 9.4 years; 102 females, mean age 39.8 ± 9.4 years) who participated in our re-work program were included in this study. We reviewed their basic characteristics: life background, clinical diagnoses, outcomes after use of the re-work program, and reasons for failing to return to the workplace or start working where applicable. The number of female participants was small and accounted for less than one fourth of all participants. As many as 67.3 % of the males succeeded in returning to the workplace, but only 48.0 % of the females were successful. The most common reason for failing to return to the workplace in both sexes was the exacerbation of symptoms; among females, other reasons, such as pregnancy, marriage, and family circumstances, were observed occasionally, but these reasons were not reported by the males. We found that female-specific problems were not the only issue, but rather work-life balance, relationships in the workplace, and gender differences in work roles could also trigger psychiatric disorders. A deeper understanding of the problems encountered by women in the workforce is important for the treatment of their psychiatric disorders. Therefore, it is considered essential for family members, co-workers, medical staff, and others to understand the various problems encountered by working women. Coping with these problems appropriately will aid in treating mental disorders and creating an environment suitable to prevent their development among women.

Promoting Prevention Through the Affordable Care Act: Workplace Wellness

PubMed Central

Roffenbender, Jason S.; Goetzel, Ron Z.; Millard, Francois; Wildenhaus, Kevin; DeSantis, Charles; Novelli, William

2012-01-01

Public health in the United States can be improved by building workplace “cultures of health” that support healthy lifestyles. The Affordable Care Act (ACA), which includes the Prevention and Public Health Fund, will support a new focus on prevention and wellness, offering opportunities to strengthen the public’s health through workplace wellness initiatives. This article describes the opportunity the ACA provides to improve worker wellness. PMID:23237245

The role of psychological factors in workplace safety.

PubMed

Kotzé, Martina; Steyn, Leon

2013-01-01

Workplace safety researchers and practitioners generally agree that it is necessary to understand the psychological factors that influence people's workplace safety behaviour. Yet, the search for reliable individual differences regarding psychological factors associated with workplace safety has lead to sparse results and inconclusive findings. The aim of this study was to investigate whether there are differences between the psychological factors, cognitive ability, personality and work-wellness of employees involved in workplace incidents and accidents and/or driver vehicle accidents and those who are not. The study population (N = 279) consisted of employees employed at an electricity supply organisation in South Africa. Mann-Whitney U-test and one-way ANOVA were conducted to determine the differences in the respective psychological factors between the groups. These results showed that cognitive ability did not seem to play a role in workplace incident/accident involvement, including driver vehicle accidents, while the wellness factors burnout and sense of coherence, as well as certain personality traits, namely conscientiousness, pragmatic and gregariousness play a statistically significant role in individuals' involvement in workplace incidents/accidents/driver vehicle accidents. Safety practitioners, managers and human resource specialists should take cognisance of the role of specifically work-wellness in workplace safety behaviour, as management can influence these negative states that are often caused by continuously stressful situations, and subsequently enhance work place safety.

Disability management and organizational culture in Australia and Canada.

PubMed

Buys, Nicholas; Wagner, Shannon; Randall, Christine; Harder, Henry; Geisen, Thomas; Yu, Ignatius; Hassler, Benedikt; Howe, Caroline; Fraess-Phillips, Alex

2017-01-01

Organizational culture has received increasing attention in terms of its influence on workplace health and productivity, yet there has been little research on its relationship with employer-based disability programs. This study explored the relationship between disability management and organizational culture in Australian and Canadian organizations. Thematic analysis was conducted on data from semi-structured interviews with 16 employees, including injured workers, human resource managers and disability managers in two Australian and two Canadian large organizations. Seven themes were identified: 1. Consistency between espoused beliefs and artifacts in organization; 2. Genuineness of interest in well-being of injured worker; 3. Level of ongoing support of worker following injury; 4. Communication with injured workers; 5. Level of support from supervisors and co-workers; 6. Promptness in claims processing and covering medical costs and; 7. Focus on wellness and injury prevention. It was found that organizational culture may impact the delivery and perceived value of employer-based disability management programs. Given the potential relationship between organizational culture and disability management, employers should facilitate a positive workplace culture by ensuring consistency among underlying values, espoused values and actual treatment of employees, including injured workers.

Facility's employment practices reflect affirmative action commitment.

PubMed

Glaser, J W; Madden, M J

1984-04-01

The U.S. bishops' statements on racism over the last 40 years have addressed the structural as well as the personal aspects of racial discrimination. They have noted its persistence, described it as a moral and religious problem, and called for aggressive action among Catholics to combat it. "Meaningful equality" for blacks, however, remains a distant dream, the U.S. Supreme Court noted in a recent case involving institutional discrimination, because of the basically disadvantaged position into which blacks are born. As statistics on health, education, work, and standard of living illustrate, the socioeconomic opportunities available to blacks are markedly lower than those available to white Americans. Despite these odds, efforts to improve blacks' chances of contributing to society--through affirmative action programs--have achieved striking results in industry. Hospitals, as major workplaces, likewise should focus greater attention on developing and extending minority employment and advancement programs. Catholic health care facilities especially should evaluate their commitments to affirmative action. Increased efforts to eliminate discrimination in all aspects of a hospital's relationships with the business community as well as with its own employees will cause them to be recognized as symbols of justice not only in the workplace but also in society.

Impact of hospital type II violent events: use of psychotropic drugs and mental health services.

PubMed

Dement, John M; Lipscomb, Hester J; Schoenfisch, Ashley L; Pompeii, Lisa A

2014-06-01

While violence can adversely affect mental health of victims, repercussions of violence against workers is not as well characterized. We explored relationships between workplace violent events perpetrated by patients or visitors (Type II) against hospital employees and the employee use of psychotropic medications or mental health services using a data system that linked violent events with health claims. Significant associations were observed between reported Type II workplace violent events and employee prescription claims for anti-depressants and anxiolytics combined (RR = 1.45, 95% CI = 1.01-2.33) and anti-depressants alone (RR = 1.65, 95% CI = 1.10-2.48). No significant association between reported violent events and health claims for treatment of depression or anxiety was observed. Type II violence experienced by hospital workers may lead to increased use of psychotropic drugs, particularly anti-depressants but also anxiolytics. Our results suggest an important role of employee assistance programs in mitigating the psychological consequences of workplace violent events. © 2014 Wiley Periodicals, Inc.

48 CFR 1823.570-1 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-1 Definitions. As used in this subpart...

48 CFR 1823.570-1 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-1 Definitions. As used in this subpart...

48 CFR 1823.570-1 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 1823.570-1 Definitions. As used in this subpart...

48 CFR 923.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2010 CFR

2010-10-01

... Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, CONSERVATION, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-3 Suspension of payments, termination of contract... make a good faith effort to provide a drug free workplace. [57 FR 32676, July 22, 1992, as amended at...

48 CFR 923.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2014 CFR

2014-10-01

... Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-3... indicate that the contractor has failed to make a good faith effort to provide a drug free workplace. [57...

48 CFR 923.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-3... indicate that the contractor has failed to make a good faith effort to provide a drug free workplace. [57...

48 CFR 923.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2013 CFR

2013-10-01

... Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-3... indicate that the contractor has failed to make a good faith effort to provide a drug free workplace. [57...

48 CFR 923.570-3 - Suspension of payments, termination of contract, and debarment and suspension actions.

Code of Federal Regulations, 2012 CFR

2012-10-01

... Regulations System DEPARTMENT OF ENERGY SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 923.570-3... indicate that the contractor has failed to make a good faith effort to provide a drug free workplace. [57...

Evaluating Workplace Education Programs.

ERIC Educational Resources Information Center

MacMaster, Don

The Workplace Project (WPP) at Alpena Community College, in Michigan, uses a range of assessment instruments to measure learner performance in workplace classes. The Test of Adult Basic Education is administered at the beginning of the course to establish a baseline standardized test score, and again at the end of course to measure gains. Also,…

Global 2000 National Workplace Literacy Program. Final Report.

ERIC Educational Resources Information Center

Continuing Education Inst., Needham, MA.

This document is the final report on Global 2000, a 3-year workplace literacy project during which 87% of the 805 employees of 10 Massachusetts manufacturing companies enrolled in workplace literacy classes offered by the Continuing Education Institute (CEI). A total of 61 classes were held and 41 employee-participants earned high school diplomas…

Learn to Lead: Mapping Workplace Learning of School Leaders

ERIC Educational Resources Information Center

Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie

2016-01-01

In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…

National Workplace Literacy Program. Final Report.

ERIC Educational Resources Information Center

Illinois Eastern Community Colleges, Olney.

The Snap-On Tools Workplace Literacy Grant developed a curriculum for training adult workers in technical math and reading, English as a Second Language (ESL), and blueprint reading. Curriculum development was based on a workplace audit. Reading levels increased an average of 0.8 of a grade level. Flexibility and implementation of adult student…

Workplace Language Teaching and the Intercultural Construction of Ideologies of Competence.

ERIC Educational Resources Information Center

Katz, Mira-Lisa

2000-01-01

Describes workplace literacy programs serving immigrants at Cableco, a cable manufacturing plant in California serving the electronics industry in Silicon valley. A workplace literacy lesson, employees responses to it, and an interview with the manufacturing manager demonstrate some of the dangers of conceiving of language as a discrete workplace…